MPs are pushing the government to deliver major reforms to the UK parental leave system after describing it as “broken”. They say only radical change will address low pay, narrow leave entitlement and barriers for self‑employed parents, particularly in the case of paternity and shared leave.
The Women and Equalities Committee (WEC) published its Equality at work: Paternity and shared parental leave report in June. It criticised the current system, pointing out the UK has one of the least generous statutory leave offers among developed countries for fathers and partners. The government launched a review in July to explore reform, and the committee has now warned that minimal tinkering would fall short of what working families need.
Under current law, fathers or partners are entitled to just two weeks’ paternity leave. The WEC says it’s out of step with what most couples expect when sharing childcare, reinforcing old gender norms. The committee also criticised statutory pay levels, limited eligibility and complexity in shared parental leave (SPL). Self‑employed parents, it argued, are unfairly excluded in many respects.
International comparisons point to UK lagging
Compared with OECD averages, many countries offer far better leave and better pay. According to OECD data, the average paternity leave across OECD countries is approximately 2.3 weeks when paid, though many nations pay at higher rates and grant longer leave for partners. The UK ranks low in both weeks of leave and rate of pay for fathers and partners.
Research by the Joseph Rowntree Foundation and the Centre for Progressive Policy finds that extending UK paternity leave to six weeks at 90 percent of earnings could raise economic growth by billions of pounds, largely through greater female labour market participation and improved family income security.
Shared parental leave (SPL) take‑up in the UK remains low. A government evaluation shows only about 5 percent of eligible fathers and 1 percent of eligible mothers use SPL. Key reasons are financial loss, lack of employer support, mismatched pay and complex eligibility rules.
‘A broken system’
In its reply to WEC, the government accepted that improvements are needed. New rights will ensure paternity leave and unpaid parental leave become “day one” rights under the Employment Rights Bill, starting April 2026.
The review, which will run for 18 months, will look at all forms of parental leave and pay entitlements, including those not yet introduced. It will also examine how to simplify the system, support self‑employed parents equally and explore lessons from other countries.
WEC chair Sarah Owen MP said that “tinkering around the edges of a broken system will let down working parents. As the government pursues its economic growth agenda, the UK cannot afford to continue with a parental leave system which has fallen far behind most comparable countries and has one of the worst statutory leave offers for fathers and other parents in the developed world.”
She said it was “disappointing there is no definite commitment in the government’s response to longer, better paid paternity leave during this Parliament, as change is much needed and long overdue.
“As our report showed, an increasing number of larger businesses are implementing gender equal parental leave, and some who have been doing this for years are convinced of the business benefits, through employee engagement, retention, and lower recruitment costs.”
She added that “[t]he forthcoming review must address the ‘“’fundamental failings’”’ in the existing system, improve gender equality, tackle the motherhood penalty and act on the strong evidence of the economic and societal benefits in the medium and longer term of government investment. WEC will closely examine the review’s findings and next steps and keep up the pressure for change”.
‘Not fit for purpose’
HR body the Chartered Institute of Personnel and Development (CIPD) argues that current statutory paternity leave is far too short and pay levels too low.
“We’re pleased the government has confirmed that all current and upcoming parental leave and pay entitlements will be in the scope of its parental leave review,” said Claire McCartney, policy and practice manager at the CIPD.
“The existing system is not fit for purpose and reform is necessary to support better and fairer employment opportunities for working parents.”
McCartney said that “to support better balance and choice for working parents, the government should increase statutory paternity leave to six weeks at or near the full rate of pay. Enhancing and ring-fencing this leave is likely to significantly improve take-up and support fathers and partners to play an active role in their children’s early care and beyond. Shared parental leave should also be reformed and simplified for both parents and employers.
“Given the level of change organisations are facing under the Employment Rights Bill, the government should take a phased approach to implementing reforms, coupled with clear guidance and support for employers.”
Practical steps for employers today
Until reforms arrive, experts say HR leaders can take action to ease impacts:
‑ Review internal leave policies: Offer enhanced paternity leave beyond statutory minimum where possible.
‑ Promote awareness of SPL among staff so eligible parents understand their rights.
‑ Improve pay arrangements: Ensure that pay during paternal or shared leave is competitive or supplemented to reduce financial sacrifice.
‑ Support self‑employed or gig economy‑linked parents through policy flexibility or financial assistance where feasible.
‑ Simplify administrative processes to reduce friction when leave is requested.
‑ Benchmark parental leave policies against international best practice to appeal to talent.
The review will conclude with a roadmap for action, and observers will track whether the government commits to longer, better paid paternity leave and whether reforms reduce the motherhood penalty. The outcomes will be significant for policy, fairness and workplace culture.
