Factors influencing take-up of paternity leave

In 2006, the Equal Opportunities Commission published new research on the take-up of parental leave, particularly paternity leave by fathers. The study combined data from two previous surveys investigating the take-up of parental leave from the perspectives of fathers and mothers respectively. The 2006 report focuses on fathers’ attitudes and practices within a family context. Financial constraints, employer practices and personal attitudes were found to play a major role in fathers’ decisions in relation to paternity leave.

In the summer of 2006, a report published by the Equal Opportunities Commission (EOC) revealed new research on the take-up of parental leave. The report follows on from previous studies investigating the perspectives of fathers and mothers in this context, and focuses on fathers’ attitudes to paternity leave. All of the fathers surveyed were employees and in two-parent households with a child aged from three months to 15 months.

Methodology

The report, Dads and their babies: a household analysis (426Kb PDF), merged survey data on 1,200 fathers and 920 mothers to produce a household analysis for 920 families. Family types were developed according to income, occupation, employment status, ethnicity and attitudes. In addition, the families were grouped according to occupation profile, as follows:

• single earner families (with only the father working);
• dual earner professional families (both parents employed in managerial or professional jobs);
• dual earner low-skilled families (both parents employed in semi-skilled or unskilled manual jobs);
• dual earner mixed category (both parents in skilled jobs which are not professional or managerial, or are split between the following categories: professional, managerial, skilled, semi-skilled/manual).

Data were generated by a quantitative telephone study and by 20 qualitative in-depth interviews. The results were presented in a statistical format by way of tables and bar charts.

Main findings

The research provides information concerning attitudes to parental leave, according to family type, and views on relevant employment practices such as duration of leave, wage replacement, flexibility and take-up of parental leave. The Table below presents an overview of results based on the relationship between family type, according to occupational group, and various factors affecting parental leave.

Note:* All euro equivalents given at the median rate of €1.48 for one pound sterling as of 5 October 2006.

Source: EOC, 2006, p. vi

Dual earner professional category

The results indicate that dual earner professional families, who had high incomes and educational qualifications, took the longest periods of paternity leave and were more willing, in principle, to accept a lower level of income replacement during this period. Some 63% of fathers in this group declared an interest in taking additional paternity leave.

Dual earner mixed category

Fathers in the dual earner mixed category were as likely as fathers in the professional families to take the standard two weeks’ paternity leave entitlement. Despite their more traditional views about gender roles, 70% of fathers in this category were also keen to take additional paternity leave.

Single earner category

The single earner families had the lowest median family income and were more likely to hold traditional views about gender roles than other groups. Some 37% of fathers in this category were dissatisfied with the duration of paternity leave and 33% took less than the statutory two weeks’ leave. Financial circumstances were a major consideration for these families, with leave duration being dependent on income levels.

Dual earner low-skilled category

Dual earner low-skilled families were most likely to hold traditional views on gender roles and they had the lowest average family income. Fathers in this group recorded the lowest duration of paternity leave, with less than half (47%) taking the basic two weeks’ leave entitlement, and with as many as 28% taking only a few days of holiday leave instead. Furthermore, 41% of fathers in this group registered dissatisfaction with the amount of time off they felt able to take. Moreover, the average time taken for paternity leave was likely to reflect the financial constraints of this group, but they did express a high willingness to take additional paternity leave (81%).

Satisfaction levels and financial impact

Overall, 58% of fathers were satisfied with the leave they took after the birth of a child, and 70% used some or all of their paternity leave entitlements or combined it with other forms of leave, while 30% took no statutory leave. Half of all fathers took exactly two weeks, with 20% taking less and 20% taking more. Fathers on low incomes were less likely to receive full pay during leave and were less able to afford additional paternity leave.

Fathers with long service records were more likely to take statutory paternity leave, but the overriding factor determining the use of paternity leave related to financial circumstances. High wage earners stated that they would be happy with the statutory wage replacement of GBP 106 (€157) per week while on paternity leave, reflecting their greater likelihood of receiving a full salary, and in practice high earners were more likely to take additional paternity leave.

Conclusions

The authors of the report point to key considerations in assessments of paternity leave policy. First, the importance of financial circumstances is emphasised by the take-up of paternity leave. Secondly, employer practices have proven to play a major role in the behaviour and attitudes of fathers, which together shape the quality, type and duration of leave. Personal attitudes are also reported as an important influence on the take-up of paternity leave, with many fathers adopting traditional role values which determine expectations.

In terms of policy implications, the EOC’s report indicates that finance is a major barrier to the level and extent of paternity leave, with low-paid workers being the most affected group. Therefore, higher levels of wage replacement are needed for this group. Identifying the type of family was deemed more important than a father’s occupation. However, at workplace level, flexibility of arrangements and general employer practices were put forward as key determinants in the take-up of paternity leave.

Michael Frize, University of Warwick