Our Human Resources Consultant Elaine Macaulay considers the steps employers can take to help fathers achieve a greater equilibrium when it comes to balancing commitments at home and work following research from the University of Plymouth
- Ensure that policies on paternity leave, ordinary parental leave and shared parental leave are actively communicated so that fathers have every opportunity to become familiar with their rights and obligations.
- Give fathers the opportunity to work flexibly
- Educate line managers both on the policies and on the benefits of flexible working
- Provide coaching to help fathers manage the competing demands of work and family.
- Have clear contingency, communication and and handover plans whilst father is on ordinary parental leave or shared parental leave
- Encourage 'keeping in touch' days with dad during parental leave absence
- Put in place a return-to-work plan to give the return-to- work dad a short period to adjust to his new routine.
One thing is for certain - to achieve true equilibrium, it is vital that employers provide support and flexibility in equal measure to parents regardless of gender.
Fathers face a negative bias when seeking a better work-life balance or applying for part-time employment, a new study suggests. The research at the University of Plymouth shows that fathers are more likely to face objections when proactively seeking an improved work-life balance, while mothers are praised for their dedication to the division of time and focus between work and family