Assistant Project Manager Recardo Nguty explains why improving paternity leave is so important.
My paternity leave experience at TfGM was identical to my time at Wetherspoons, which is notoriously known as a poor employer. I had two weeks off, then I used my holiday leave to take another week off.
My paternity leave on both occasions was essential because it allowed me to bond with my children and support my partner for a few weeks. Unfortunately, like many fathers, I didn’t have enough time off to help my partner, which was frustrating as it usually takes 6-8 weeks for most women to recover from giving birth. This lack of leave negatively impacted my family’s well-being, as more domestic labour had to be done by my recovering partner or by me after finishing work.
Also, I struggled to bond with my daughter, as we didn’t see one another that much. I helped in the mornings, but by the time it was 6pm, my daughter was asleep for most of the night. Even when I worked from home, it involved being isolated from my family most of the day, which only slightly changed the amount of time I spent with her.
Children are almost guaranteed to be ill during the first year of their lives, as my daughter was. It would be supportive of TfGM if 3-5 separate days of leave were given to new parents, so they don’t have to book the day off, or have it unpaid. Currently you can only take an uninterrupted week off, which is useful, however children are often ill for a day or two at a time.
While improving paternity leave isn’t free, it would have some benefits for TfGM. It would enhance the morale of new parents, making them more productive in the long run. Also, it would improve staff retention, as supporting employees during a significant life event, such as the birth of a child, can foster loyalty and attract talent.