Supporting working fathers: how employers can help engagement and balance

A recent survey by Bright Horizons involving 3,000 working parents has noted the evolving role of fathers in family life and the workplace.

The findings reveal that 21 percent of working fathers want to take on more childcare and household responsibilities, a shift that organisations can support through tailored workplace policies.

Despite this growing interest from fathers, the survey shows that women continue to carry 74 percent of the mental load, which negatively affects their careers, home lives, and mental health. Working fathers also face challenges, often struggling to balance professional obligations with their desire to be more involved at home.

Bright Horizons, in recognition of Movember and its focus on men’s health, is advocating for equal support for parents of all genders – allowing them all to combine successful careers with family responsibilities. Angela Stalker, head of client services at Bright Horizons, has outlined strategies for employers to assist working fathers in taking on a more active role at home.

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Flexible Working: A Key Solution

Flexibility in working arrangements is one of the most effective ways to help fathers balance their personal and professional lives. Options such as remote or hybrid working, flexible start and finish times, or compressed hours can be tailored to industry-specific needs. These measures allow employees to manage their dual responsibilities in a way that works for both families and businesses.

Improved Parental Leave

Parental leave policies remain a critical area of focus. Offering extended paternity leave or enhanced shared parental leave promotes gender equality and encourages parents to share childcare duties. These measures align with the desires of working parents and contribute to employee satisfaction and talent retention.

Back-Up Care Solutions for Emergencies

Employers can support fathers facing unexpected childcare challenges by providing access to back-up care services. This could include access to high-quality childcare settings or on-demand nanny services. Such provisions reduce unplanned absences, maintain productivity, and enhance staff retention by easing stress during emergencies.

Building a Supportive Workplace Culture

A supportive workplace culture is essential for retaining working fathers. Encouraging senior leaders to take childcare leave and openly discuss their experiences can normalise active paternal roles. This leadership by example helps dismantle barriers and fosters a workplace environment that supports involved parenting.

Support Networks and Gender Assumptions

Establishing family and carer networks can provide employees with a platform to share experiences and access resources. These networks offer peer support and serve as valuable feedback channels for refining company policies.

Addressing workplace gender assumptions about parenting is equally important. Organisations can challenge traditional roles by promoting gender-neutral policies, inclusive language, and equal access to parental leave. Encouraging fathers to embrace flexible working options can further shift perceptions.

Effective Communication

Clear and consistent communication is critical in ensuring employees are aware of available resources. Employers should use multiple channels, such as emails, newsletters, and training sessions, to promote parental policies. Regular updates and engagement can ensure that all team members, including new hires, are informed about their options.

By implementing these strategies, employers can create inclusive environments where all parents can thrive, balancing career ambitions with family responsibilities.

Alessandra Pacelli

Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.