Are we on the cusp of a fundamental reworking of family leave for parents or are there simply going to be some extensions to current rights?
On 10 June 2025, the Women and Equalities Committee (WEC) published a report setting out the findings of its inquiry and call for evidence on paternity and shared parental leave. This followed a commitment made by the government to review the parental leave system in its first year of government as set out in its “Make Work Pay” plan, which was published prior to the election in May 2024. The Employment Rights Bill has already taken the first steps in addressing leave for parents by improving current provision. The current rights to paternity and parental leave are:
- paternity leave (currently paid at £187.18pw and for a period of 2 weeks and requiring 26 weeks’ service); and
- unpaid statutory parental leave (currently 18 weeks from birth of the child to their 18th birthday and requiring 1 years’ service).
The Employment Rights Bill has proposed that both of these entitlements will become a day-1 right. However, it does not go any further in respect of length of leave or the level of payment made.
The review undertaken by the WEC over recent months which was published on 10 June 2025 delved somewhat deeper than the ‘tweaks’ made to leave under the Employment Rights bill. The WEC have identified particular issues and concerns regarding paternity, parental and family leave generally in the UK:
- low rates of statutory pay for all types of family leave;
- the considerable gender disparity in statutory leave and pay;
- the unnecessary complexity of the eligibility criteria for shared parental leave which deters take-up; and
- the lack of adequate provision for self-employed parents, kinship carers, single parents and parents of multiple births.
Low rates of pay
The Women and Equalities Committee (WEC) has highlighted this issue as one of the most pressing challenges facing families today. They reported that statutory family leave pay is ‘completely out of kilter’ with the cost of living – less than half of the National Living Wage. This disparity places considerable financial strain on households. Evidence presented by advocacy group Pregnant Then Screwed revealed that 76% of mothers resort to debt just to manage during maternity leave, while 40% are forced to return to work within 12 weeks due to inadequate pay. Additionally, the WEC noted that only fathers earning over £150,000 a year typically take more than the standard two weeks of paternity leave, highlighting the deep inequality in access to parental time.
Gender disparity
The UK’s parental leave system lags significantly behind that of most comparable nations, offering one of the least generous statutory leave entitlements for fathers and non-birthing parents in the developed world. With just two weeks of statutory paternity leave – compared to up to 52 weeks for maternity leave – the system no longer reflects how modern families wish to share care giving responsibilities alongside their careers. This imbalance not only fails to support fathers and other parents, but also reinforces outdated gender roles around caregiving. As a result, it contributes to persistent challenges such as the motherhood penalty and the gender pay gap. The current proposals by the government to make paternity leave a day-1 right does not address this problem. The WEC heard from a wide range of witnesses who supported making paid statutory paternity leave a day-one right as an important step towards gender equality in the system
The recommendations from the WEC: Is it time for a modern, inclusive approach to parental leave in the UK?
The WEC have concluded that the UK’s parental leave system is long overdue for reform, particularly when it comes to supporting fathers, self-employed parents, and diverse family structures. The WEC are making the following recommendations to the government to reform the system:
Extend Paid Paternity Leave
Increase statutory paternity leave to six weeks during this Parliament and make paternity pay a day-one right. If not immediate, the government should at least commit to exploring this change through employer consultation.
Increase Statutory Pay
Paternity pay should match the 90% of average earnings that are paid in the first six weeks for maternity pay. Longer-term, the government should aim for a phased approach to raise pay for all working parents to at least 80% of earnings or the Real Living Wage.
Boost Uptake of Paternity Leave
Introduce flexible leave options within the first year and explore making part of extended paternity leave compulsory to drive cultural change and normalise shared caregiving.
Support Self-Employed Parents
Introduce a Paternity Allowance equivalent to Maternity Allowance and remove restrictive rules around self-employed work during leave.
Reform Shared Parental Leave (SPL)
Simplify eligibility, extend access to all working parents, and enhance flexibility and financial incentives to increase take-up.
Tackle Cultural Barriers
Address the societal norms and workplace cultures that discourage fathers – especially in working-class families – from taking leave. Awareness campaigns and employer partnerships are key.
Protect Against Discrimination
Strengthen legal protections for fathers and co-parents, including safeguards against redundancy and better awareness of existing rights.
Include All Families
- Recognise kinship carers in the paid parental leave system.
- Address the needs of single-parent families by allowing them to reallocate co-parent leave to a nominated caregiver.
- Provide additional support for parents of multiples to reflect the greater demands they face.
Next Stage
The government has committed to reviewing the statutory parental leave system within its first year of government. To date, very little information has been published on the scope and conduct of the review. The WEC has been clear in this latest report that
The government would need to launch its own review of the family leave system for parents by no later than early July 2025 in order to meet its commitment to commence the review within a year of being elected.