Activists in London have sparked a global conversation by attaching life-size model babies to iconic statues — like that of engineer Isambard Kingdom Brunel, actors Laurence Olivier and Gene Kelly and the footballers Thierry Henry and Tony Adams — with baby slings. This bold display, orchestrated by a new campaign group called Dad Shift, is more than just a visual spectacle — it’s a clarion call for better paternity leave policies, and this resonates far beyond the United Kingdom.
According to The Guardian, “The UK has the worst paternity leave offer in Europe, with only two statutory weeks of leave, paid at £184.03 a week,” and this has led many fathers to forgo the leaves altogether due to financial strain that will certainly follow.
In India, according to Mondaq, male government employees are entitled to 15 days of paternity leave under the Central Civil Services (Leave) Rules, 1972, and single fathers – including widowers, divorcees, and single men with the sole responsibility of children – can access Child Care Leave (CCL). However, there is no legal requirement for private corporations to adhere to specific regulations, and have the autonomy to frame their paternity leave policies. This stark contrast between the UK’s (comparatively) modest two-week statutory paternity leave and India’s lack of national policy for private sector employees highlights a global disparity in recognising the importance of father-child bonding.
Indian fathers, hence, face a “policy vacuum” and are caught between progressive aspirations for involvement in early childcare and traditional expectations of work and family roles. Rohit Walecha, an in-house counsel and father for 11 years, said, “There are private firms without a paternity leave policy in place. Then there are others that allow men to take ‘some’ leaves at the time of childbirth. In my experience, the duration of such leaves varies between 0-15 days.”
Ankush Kathuria, a finance professional and father since 2014, pointed out the disparities in current policies. “Paternity leave policies in the private sector vary, ranging from none to six weeks. In the absence of a legal mandate, dads struggle to get enough leaves they need –– not only to bond with their newborn but also to support the mother,” he told indianexpress.com.
The psychological impact
Mental health experts think that paternity leave has profound benefits. “When fathers take paternity leave, they have a better chance to bond with their baby from day one, spend quality time with their partner, and actively participate in family life,” said Gurleen Baruah, an occupational psychologist and executive coach. They can witness their baby’s growth, enjoy the experience of fatherhood, and experience a boost in oxytocin, the hormone associated with bonding and emotional well-being.
Brittany Hunt, head of quality, innovation and research at Clinic Les Alpes, said, “Fathers who take paternity leave often experience reduced stress and anxiety levels, as they are able to actively participate in their child’s early life without the pressures of work. This involvement supports the father’s mental health by fostering a sense of competence and achievement in their parental role.”
Challenging traditional gender roles
“Many men, particularly those at leadership levels, encourage male colleagues not to avail of paternity leave as they may be seen to be less career-oriented,” said Madhura DasGupta Sinha, founder and CEO of Aspire For Her. She also noted that traditional gender roles enforced by older family members discount men from child-related responsibilities.
Sinha believes paternity leave is just one aspect of ensuring a greater involvement of the father in the child’s growing up. “While it is a nudge to bond with the newborn, the father must also embrace the long-term commitment of raising a human being. In my opinion, improved paternity leave policies will have minimal impact without a change in mindset.”
The push for paternity leave in India is not just a matter of policy; it’s a cultural shift in the making. Rahul Chandhok, head consultant of mental health and behavioural science at Artemis Hospital Gurgaon, said, “Paternity leave can challenge traditional gender roles by encouraging fathers to actively participate in childcare actively, thereby reshaping societal expectations of parenting. When fathers take leave to spend time with their kids, it reinforces that caregiving is a shared responsibility, not solely a mother’s role.”
Manauti Walecha, an entrepreneur and mother, emphasises the importance of this shift. In an urban setup, where nuclear families are more prevalent, she stressed that it is essential that the traditional gender roles are challenged and the man of the house shoulders the responsibility of taking care of the child. “That is not possible without paternity leave.”
Impact on mothers and family dynamics
Manauti pointed out, “Postpartum, the couple must come together to support each other. The physical exhaustion of keeping up with the child’s needs definitely affects health. Dealing with all the new feelings can be a daunting challenge.” Baruah said this shared responsibility improves the relationship between partners, as the workload is distributed more equally, leading to better marital satisfaction.
Career implications and workplace dynamics
While the desire for change is palpable among many young parents, it faces significant hurdles. Sharing his experience, Kathuria said, “Honestly, it often depends on when the leave happens, particularly in relation to performance appraisals. If a new dad is not fully concentrating on work for a few months, it can impact how others see his contributions, which may, in turn, affect his appraisal.”
Manauti believes paternity leave can address gender imbalances in workplaces. “With a paternity leave policy, which can support the fathers in providing care to the child, some of the concerns around the mother’s careers can be addressed,” she said.
The HR perspective
Sonica Aron, founder of Marching Sheep, believes paternity leave is more than just a policy—it’s a statement about valuing families and employee well-being. “Offering paternity leave impacts not just the workplace culture and employee satisfaction but has a ripple effect on society at large,” she said.
Aron also shed light on the challenges. “Even in organisations with paternity leave up to six months, many men refrain from availing it. Some reasons include their fear of losing out on ratings, increments, promotions like they have seen women lose out. Just like how the “motherhood penalty” is real, the fear of the “fatherhood penalty” is too.”
Rambha Jha, chief manager of Human Resources, Leads Connect Services-agritech company, raised concerns about the financial burden on businesses, especially smaller ones. “Employers may worry about the potential misuse of the policy, such as employees taking advantage of the time off or not returning to work after their leave,” she said.
Despite these challenges, HR professionals see significant benefits. Ajay Bhatt, GM Human Resources at BL Agro-FMCG Company, said, “By normalising time off for new fathers, it sends a strong message that work-life balance is valued, which can enhance overall employee satisfaction. Employees who feel their needs are recognised and respected are generally more engaged and motivated, leading to higher productivity.”
“When employees feel supported, it boosts morale and lowers stress, ultimately contributing to improved productivity and long-term retention,” said Manisha Dash, head HR – APAC at Celigo India.
The road ahead
Dr Chandhok emphasised the need for societal change. “To support fathers in taking paternity leave, societal norms need to shift to value and normalise paternal involvement. Employers should implement comprehensive paternity leave policies that encourage fathers to take time off without stigma or fear of career repercussions.”
Gaurav Shrivastava, assistant manager at Misumi India, advocated for a more comprehensive paternity leave policy: “Paternity leaves should be a minimum of 30 days, as most deliveries are C-sections nowadays, so extra care is required.”
Aron suggested looking to global best practices and framing similar policies for India, “like the mandatory 12-16 weeks of paid paternity leave and the liberty of leaves ‘taken on a flexible basis’ up until the child reaches two years of age.”
Thus empowered, new fathers can take an active role in rearing their children in the early years of life and ensuring work-life balance, establishing a culture of shared parenting for families and organisations.