As more new fathers choose to take time off to take care of and bond with their new child, managers have a responsibility to support fathers during this journey. This includes reviewing time off programs for dads (both provided from the state and their organization), helping fathers efficiently structure and use their time away, and reducing the stigma around fathers taking parental leave.  

• Review time-off options available to partners. Research shows 79% of fathers take time off work for the birth or adoption of a child, with the average leave being one week, and most are unpaid. Familiarize yourself with the options available to dads at your organization. Worldatwork reports that 52% of U.S. employers offer paid leave for both birth parents as of March 2019. If your organization offers paid parental leave, encourage fathers to use that time. Financial concerns are one of the top reasons fathers state that they do not take time off after birth or adoption, so explaining the amount of pay they will receive and alleviating financial stress during the leave is crucial. Some states offer parental leave insurance, so be sure to know the laws in your state and communicate them to fathers asking about leave time.  

• Encourage partners to use their time away. Typically, parental leave falls under The Family Medical Leave Act (FMLA) which states that parents of any gender can take up to 12 weeks off after a birth or adoption and still return to the same job with the same pay. If they have worked over 1,250 hours during the prior year and your organization has over 50 employees, they most likely qualify for this unpaid job protection. Even if all you have to offer a father is sick and vacation time, your encouragement to use that time off may make the difference in them feeling comfortable using it or not.  

• Reduce the stigma around taking leave. One of the barriers to men using parental leave is the stigma around men taking time off to care for their new child. Male workers may face tension in the workplace when they prioritize family over work. It is not the fear of losing their job, but the unspoken disapproval—and questions about dedication—that can come with a long leave. Help to normalize taking parental leave by encouraging all employees to take the time off available to them. If necessary, hire temporary workers to replace them while on leave.  

Research shows that dads who took all the time available to spend with their newborn, were glad they did, and became more committed, productive employees because of it. Supporting new fathers not only benefits their wellbeing, but can benefit your organization’s wellbeing.