Paternity leave – Now and in the future
HR Dept
Did you know, that only half of fathers take paternity leave (and pay)? Should this concern you as an employer?
We’ll explore the second question a little later; but first, let’s take a look at the thinking behind paternity leave, what the current rules are and how this may change.
While fathers do not need to physically recover after pregnancy in the same way that a mother does, it is a key moment within the family lifecycle when bonding, support and readjustment all need to take place (not playing golf and celebrating the birth down the boozer).
Currently, the statutory paternity allowance is two weeks of paid leave at a standard rate of €289. To qualify for the benefit they must have adequate PRSI contributions and you must certify the paternity leave. In effect, paternity leave applies to all second parents, regardless of gender and secondary adopters within adopting couples, too.
The €289 rate is well below the national minimum wage. This goes some way to explaining the low take-up of paternity leave – many cannot afford to take the financial hit, even if they are sacrificing that crucial bonding and support time.
A separate leave – Parent’s Leave – is also available and is payable at the same rate of €289 per week, subject to qualifying PRSI payments. Up to nine weeks of paid benefit are available within the first two years of a child’s life, split equally between mother and father (or equivalent). The entitlement between each parent cannot be transferred.
Are any changes planned for paternity leave?
No changes are in the pipeline. However, a report by the Irish Human Rights and Equality Commission and the Economic and Social Research Institute (the one which cited only half of fathers taking paternity entitlements), called for a new relationship between paid employment, care work and gender roles to address structural inequality between men and women in Ireland – something which would be aided by effective and gender equitable child related leave schemes.
They have no legislative power, but call on policy makers to take action.
Paternity leave and your business
Working with SMEs across the country, we know the tight margins that many work to, and how difficult additional pressures are.
Some SMEs, as well as some larger businesses, choose to offer more generous family policies like paternity leave than the statutory minimums.
Doing the maths, they calculate that the value they get from this gesture is worth it – in terms of better recruitment and retention, perhaps lower sickness absence, enhanced workplace culture, and what things like this add up to: higher productivity. They may also feel it is “doing the right thing”, a contribution towards employee well-being and a better society.
It is a balancing act and every business needs to work out what is possible for themselves.
By your side
You can rely on us to keep you abreast of employment law changes, both in the near term and what may be in store over the long term. If you would like specific help complying with statutory paternity leave, or help crafting a bespoke policy that supports your staff and adds value to your business, please get in touch.
