When it comes to paternity leave, the UK still lags significantly behind many of its European neighbours.

The paternity pay in the UK whilst increasing incrementally every year means that for many it is not really an option particularly if they are the main breadwinner or on a significant salary.  It is only 2 weeks and comes at a time when money within the family with the mother off work on maternity leave can be particularly tight.

Sweden has one of the more generous schemes I know of across Europe.  It includes the self-employed and they get 90 days reserved specifically for each partner and they can share 480 days of leave.  The first 390 days is paid at 80% of salary and a nominal amount thereafter per day.  Sweden introduced daddy month in 1995 providing 30 days for father and then increasing at intervals.  Parents talk about the flexibility it gives as it does not all need to be taken at once and provides time for bonding as a parent.

Denmark have a scheme whereby even those that are self employed can take 11 weeks leave and the remaining 13 can be split between them so up to 24 weeks paid in full by the state.

Even Poland have two weeks but at full pay and additional parental leave is possible at 9 weeks paid at 70% of normal salary.

We have one of the worst paid systems across Europe and unlike other countries where increases have happened over the last 10 years we have had little change.  There have been introductions like shared parental leave but it is complex and not well paid.

The legal framework particularly in Scandinavian countries focuses on the family and that shifts cultures and mindsets.  The UK system does little to change the outdated gender stereotypes.

Self-employed mothers have access to statutory maternity allowance and self-employed partners forfeit the right to paternity leave.  Given the changes in the way we work and the gig economy this feels more out of touch although there would be an administrative burden to administer this change.  On the plus side the seismic shift in the availability of flexible working has positively impacted family life in the post pandemic era.

Change is necessary but could be a difficult sell.  The Government will not have the budget to fund huge state funded increases and the difficulty is that the Employment Rights Bill already has so much proposed change for employers and the recent NI changes have added huge burdens on business already.  There is a balance to be made.

Some companies have extended paid paternity and maternity leave voluntarily to attract talent but it is still relatively rare.