In a climate where statutory workers parental leave policies remain among the least generous in Europe, a handful of UK companies are pushing back against the status quo — offering up to 52 weeks of paternity leave to new fathers. These trailblazing organisations are rewriting the rules of modern parenthood, giving dads and same-sex partners the opportunity to bond with their newborns without financial hardship or workplace penalties.
For most new fathers in the UK, paternity leave remains limited and poorly compensated. Statutory paternity pay sits at a modest £187.18 per week or 90% of average weekly earnings, whichever is lower. The duration? Just two weeks. In comparison, statutory maternity pay offers 90% of average pay for the first six weeks, then drops to the same low flat rate for the next 33 weeks.
Same-sex partners face similar constraints, with the birth parent entitled to maternity leave, while the partner — regardless of gender — receives the statutory two-week paternity allowance.
A recent Working Families Benchmark report revealed that the average paid paternity leave among UK companies in 2024 stood at just five weeks. Campaign groups such as Pregnant Then Screwed have responded with initiatives like Let’s Talk About Six, advocating for a minimum of six weeks of paid paternity leave for fathers and partners — a modest ask when compared with what a select few companies are now offering.
Here’s a breakdown of the six UK companies that are changing the narrative by offering up to 52 weeks of paternity leave:
- Bain & Company
Global consultancy Bain & Company introduced equal parental leave in 2019 for all UK employees, regardless of gender or how they became a parent — including surrogacy and adoption. This policy provides up to 52 weeks of leave, with the first 29 weeks paid at 100%, then dropping after the seven-month mark. It’s a progressive stance that supports fathers as equal caregivers from day one.
- Diageo
The drinks giant Diageo made headlines in 2020 by implementing a similar 52-week parental leave policy across its UK operations. Parents — no matter their gender — can take a full year off, with the first 26 weeks at full pay. The benefit applies equally to mothers, fathers, and same-sex partners, reinforcing the company’s commitment to equality and family-first values.
- Mars Inc
Famed for its confectionery products, Mars UK also sweetened the deal for employees who are new parents. After one year of service, workers are eligible for 52 weeks of paternity leave, with the first 26 weeks paid at 90% of their annual salary. While not quite as generous as some of its counterparts, the policy is still significantly ahead of the national average.
- Aviva
Aviva continues to lead by example in the insurance sector. The firm’s 52-week parental leave scheme grants both mothers and fathers 26 weeks at full pay. Uniquely, if both partners are employed by Aviva, each is entitled to their own full allocation — there is no need to split the time. It’s a powerful message that financial security and family responsibility are not mutually exclusive.
- Manifest
Marketing agency Manifest is taking an ambitious and inclusive approach to parental benefits. Their 52-week policy comes with 90% pay throughout the full year — among the most generous in the UK. It’s a striking move for a mid-sized firm, and it reflects growing awareness across industries that parental leave equity isn’t just a corporate buzzword — it’s a business and societal imperative.
- Zurich Insurance
Zurich has stepped forward in the financial services sector with its own version of enhanced paternity leave. Fathers receive 16 weeks of full pay followed by the remainder at 90%. While slightly more modest than others on this list, the policy still towers above the legal minimum and reflects Zurich’s ongoing dedication to work-life balance and family wellbeing.
Why enhanced paternity leave matters
The UK’s Shared Parental Leave (SPL) scheme was launched a decade ago with the intent of levelling the playing field for fathers and partners. It allows couples to share up to 50 weeks of leave and 37 weeks of pay. However, with take-up rates lingering around just 2%, organisations like Maternity Action have labelled the scheme a failure — citing its complexity, poor compensation, and limited eligibility as primary barriers.
While policy reform remains slow, these six companies are leading by example. They recognise that bonding time for new fathers is not a luxury, but a necessity — and one that benefits not just families, but wider workplace culture and work life balance.
These policies don’t just support dads. They lift pressure from mothers, allow equal co-parenting from the outset, and contribute to a more compassionate, modern UK workforce. By offering extended paternity leave, these companies are creating environments where families can thrive and employers can retain top talent.
The Workers Union Says…
“As the conversation around parental leave equality gains traction, these employers are setting a gold standard for others to follow. They demonstrate that paid time off for dads is not only feasible — it’s essential. As the cost of living continues to rise and family dynamics evolve, companies that invest in people over policies will be the ones that endure.”
