The number of employees who say they would expect to take shared parental leave if they have children in the future has increased to almost two-fifths, according to new research carried out by YouGov for law firm Winckworth Sherwood, suggesting that organisations should be preparing for more staff taking shared parental leave.

Louise Lawrence, a partner at Winckworth Sherwood, said:

“The statutory scheme for shared parental leave is complex, and it’s relatively low paid, but nevertheless a major shift could be upon us.

“As societal norms change and fathers feel more able to request time off, families may decide they want to share responsibilities more equally. Pay is clearly important and if employers decide to match their enhanced maternity pay, we expect to see more take up of shared parental leave. Increasingly, both parents may seek extended time away from work and employers should plan for this eventuality.”

As part of its research for the report, Shifting attitudes to flexible working and childcare for working parents, Winckworth Sherwood spoke to HR decision-makers, who told the law firm that they had seen an increase in requests for SPL and working hours being adapted to accommodate two working parents.

As Dr Jana Javornik of Leeds Business School said:

“I’d be surprised if we didn’t see an upwards trend, regardless of the policy character. But its uptake very much depends on whether workers perceive this as available and acceptable behaviour. With the increasing number of role models and media attention it is likely that more and more couples will share leave but only as long as the financial component allows equality and employers support an uptake. Otherwise, fathers will continue to hide behind paid annual and sick leave instead. Employers will, however, need to make sure that, instead, they do not reduce extra-statutory rights for mothers, especially maternity pay, which we’ve seen happening.”

The YouGov survey found that 17% of those surveyed (with 33% of those being under 35) said that they would take shared parental leave in relation to the birth of a future child. But, says the law firm, when you take into account that 55% of respondents said that they did not plan to have any future children, the real figure is 38% and similar responses were given by both men and women so hopefully there will be an upward trend in the future.

The government is currently considering how to reform parental leave and pay for a number of reasons, including trying to increase fathers’ involvement in childcare and reduce the employment and gender pay gaps. There is evidence that the rate of pay is a significant determinant for take-up of parental leave. There is also the wider issue of cultural expectations around the roles of men and women. Denmark and Sweden have been able to change these cultural expectations as a result of the parental leave and pay policies that they have in place. According to Signe Linneboe, HR Manager at IO Interactive:

“In Denmark usually the fathers take the last three or four months of leave. This is because a large proportion of mothers breast feed for as long as they can. It is uncommon for men not to take leave. We pay for four months of leave for men (this is not compulsory). The pay is subsidised by government. In Sweden half of the leave goes to the father – there is no choice. In Sweden you can have as much as 18 months’ leave. It is paid at 80% salary for one year (pay stops after a year).”

As Dr Javornik has advised, both cultural change and pay will be important in increasing fathers’ involvement in childcare in the future.

Winckworth Sherwood offers the following practical recommendations, aimed at helping to make flexible working a success for employers:

• Ensure the culture is such that people actually feel able (and not frightened) to utilise any flexible working practices that organisations have in place or make requests for flexibility.
• An open dialogue and good communication is key to making it work – both for those working flexibly and also their managers.
• Have the right technology and IT security measures in place. Employees need to be able to work efficiently and undertake their normal duties.
• Recruiting the right talent.
• Implement a flexible working policy/procedure that gives examples of the types of arrangements that can be requested and ensures employees understand their rights and how to make a request, as well as what is expected of those working remotely/ flexibly.

The full report is available to download here.