The number of men taking Statutory Shared Parental Pay increased by just 4 percent in 2023/24. The modest rise – from 10,200 to 10,600 claimants – comes despite the birth of around 640,500 babies in Great Britain over the same period.
That’s according to research by employment law firm Littler. Shared Parental Leave (SPL) allows eligible parents to share up to 50 weeks of leave and 37 weeks of pay following the birth of a child. The Government scheme enables mothers to transfer part of their maternity leave to their partner, offering families flexibility in how they manage childcare and time off work.
Despite these provisions, take-up has remained low, prompting a formal Government review of parental leave policies. The review follows concerns raised by the House of Commons Women and Equalities Committee, which highlighted “persistently low levels of take up” that have failed to drive significant change in fathers’ use of leave.
Employment law specialists and policy commentators point to structural and practical barriers that continue to deter fathers from participating in the scheme at scale.
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Lack of awareness and financial concerns limit uptake
Ben Rouse, Associate at Littler, said awareness remains a significant hurdle. “The number of men taking advantage of the Shared Parental Leave scheme is unfortunately still very low. We’re seeing marginal increases in the use of shared parental leave but not the step change that it was hoped this scheme would create.”
He added, “It is unclear exactly why uptake is so low. One of the main reasons is thought to be lack of awareness. Not enough eligible men are aware of the scheme or that they are eligible to use it.”
Cost is another factor that may disincentivise participation. While the Government offers Statutory Shared Parental Pay as part of the scheme, this often does not match the enhanced maternity pay provided by many employers. As a result, families may find themselves worse off financially if they opt to share leave.
“Many couples find it difficult to make ends meet where the mother gives up her maternity leave pay for their partner to take Shared Parental Leave,” Rouse said. “Maternity Leave pay is often enhanced by employers.”
Bureaucracy may be a deterrent for parents and employers
Beyond financial concerns, the complexity of the system is also cited as a barrier. Rouse noted that “many are likely to be put off by the bureaucracy of the scheme. Both parents can claim their respective statutory parental leaves with relative ease, but SPL creates an extra level of complexity and paperwork.”
This administrative burden may also affect employers, especially smaller organisations unfamiliar with the requirements of SPL. Navigating the rules, coordinating leave schedules and calculating entitlements can present logistical challenges, making it less likely for employers to encourage uptake proactively.
However, some HR professionals argue that, with proper support, SPL could be a valuable part of a more inclusive workplace strategy.
The ongoing Government review of parental leave has opened the door for potential reform. Advocacy groups and professional bodies are urging policymakers to simplify the scheme, increase funding and provide clearer information to both employers and employees.
Rouse said, “It’s nevertheless encouraging to see movement in the right direction. The scheme has the potential to reduce the childcare burden on mothers and support their return to work.
“Shared Parental Leave can be good for both employees and employers. It provides greater flexibility for working parents and ultimately contributes to more inclusive working environments. This can improve employee satisfaction and productivity.”
