15.01.2026

5 ways progressive workplaces are closing the Parental Leave gap

New reforms to parental leave policy now give the right to take Unpaid Parental Leave from the first day in a new job, giving a further 1.5 million parents more flexibility to share caring responsibilities.

The remaining gap between policy and lived experience is placing growing pressure on families. Despite calls for change, the Parliamentary response confirmed that parental pay “is not intended to replace earnings”. Financial barriers are one reason parents can’t take their full entitlement, and the stigma remains another deterrent.

Why is parental leave still such a controversial topic in 2026? According to Heka, leading wellbeing benefits platform, the answer lies in a combination of outdated policy and workplace culture itself.

Heka’s CEO, Alex Hind, weighs in on the importance of implementing a robust Parental Leave Policy based on his own first-hand experience as a new parent: "When my first child was born, I didn’t take any paternity leave, thinking the business needed me more than anything else. But honestly, missing that time was one of the hardest things I’ve done - and I’d do it differently if I had the chance again. That experience stuck with me, and it made me realise how broken our approach to paternity leave really is.”

Heka calls out the workplace stigma around parental leave, calling for workplaces to address inequalities in caregiving roles, and build more inclusive workplaces:

“We’ve made it a priority to change that. Every parent deserves the chance to be present - for their family and their own wellbeing. Supporting new parents isn’t just about doing the right thing - it’s about building a business that values people as people. And when you do that, everyone wins.”

Parental leave transcends policy

Parental leave isn’t a mere tick-box policy implementation, it’s a wellbeing issue. Time away from work is crucial for the emotional wellbeing, mental health, and stability of employees and their families.

Parental leave is integral to wellbeing, and whether the birthing or non-birthing parent, employees navigating parenthood deserve real workplace support. Integrating equitable leave policies into broader wellbeing programmes reduces burnout, improves retention, and signals a genuine commitment to inclusion.

Heka outlines 5 ways progressive workplaces are closing the Parental Leave gap:

1. Enhanced paternity pay and extended leave

Many progressive workplaces now offer fully paid maternity, paternity and shared parental leave that allows both birthing and non-birthing parents to take off the time they need without the impending financial strain.

This way, birthing parents can take the essential time to recover, and connect, without work pressures or compromising their wellbeing, and non-birthing parents can connect with their child in those crucial early stages.

2. Being versatile in their paternity leave

Many parents experience unforeseen circumstances in childbirth and postpartum. Unexpected experiences can, in turn, influence the original agreed plan for parental leave, and progressive workplaces are prepared to account for this and pivot where necessary.

Birth is unpredictable and deeply personal to the individual employee, and it’s crucial that workplaces accommodate. Flexible plans ensure workplaces are considering employee needs on a case-by-case basis.

3. Inclusive paternity leave practices

Analysis by the Institute for Fiscal Studies found that most of the gender pay gaps can be traced to ‘child penalties’, or parenthood. Research from the Centre for Progressive Policy found that countries with over six weeks of paid paternity leave have a 4 per cent smaller gender wage gap and a 3.7 per cent smaller workforce participation gap. Better leave isn’t just progressive - it’s proven.

Women’s career opportunities are disproportionately influenced by maternity leave. It’s crucial that career plans and promotion opportunities are accommodating for those who may be on parental leave to ensure equal opportunities for mothers.

Employers building an inclusive paternity leave practice are considering diverse family structures - including adoptive, same-sex, and surrogate parents - and avoiding gendered assumptions about caregiving roles. It’s crucial that a paternity leave plan is individual and flexible for employees, as everyone’s experience with parenthood looks different.

4. Flexible return-to-work pathways

Providing a fair paternity leave policy is not just about the leave itself, it’s creating a seamless transition back into the workforce following leave.

A successful paternity leave policy considers the entire process - preparation before leave, during, and return-to-work processes. Phased returns, hybrid working options, and gradual workload adjustments are crucial for returning parents. Balancing parenthood and work can feel overwhelming and exhausting - creating a supportive environment with a personalised approach and regular check-ins is critical.

5. Normalise the Parental Leave conversation

In leading workplaces, employees are encouraged to take their full parental leave without backlash or judgement, which starts with embedding a family-friendly culture. From leadership role-modelling to awareness sessions, it’s crucial the parental leave conversation is one that is normalised, and without stigma.

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