New research from the Working Families organisation, in partnership with Wates Group, has revealed a persistent imbalance in how working fathers experience parenting and workplace support – and why addressing it is key to achieving gender equality at work and at home.
Despite growing conversations around shared parenting and flexibility, the latest findings show that traditional expectations still cast a long shadow. Of the 5,000 working fathers surveyed, half said they still feel ‘nervous’ asking for time off to care for their children. While many men want to play an equal role in family life, workplace cultures and outdated attitudes often make that difficult.
Out-of-Date Attitudes Still Prevail
Nearly three-quarters (74%) of fathers said they want to embrace equal parenting – but many feel discouraged by stigma around men taking on caring roles. Over four in ten dads (44%) believe that mothers are more likely to be granted flexibility for childcare, reflecting a cultural lag that sees caring as ‘women’s work’.
The persistence of questions like “Where’s your wife?” – reportedly asked of two in ten fathers – shows how far perceptions still have to shift. Even when men are granted flexibility, two-thirds say they have to justify it, explaining why their care needs are ‘urgent’ or what alternative arrangements they’ve made. Small moments of judgment can add up: six in ten men say they feel judged for prioritising family life, fuelling anxiety and reinforcing old norms.
The Fear Factor
Men share many of the same fears as women when it comes to taking time away from work: being seen as less committed, missing out on promotions, or risking their jobs altogether. With seven in ten men feeling pressure to be the household breadwinner, many fear jeopardising their family’s financial stability.
As a result, over a third (35%) of men took less paternity leave than they wanted, and 6% took no leave at all. These decisions don’t just affect fathers’ wellbeing, they impact partners and children too, adding physical and emotional strain to mothers and reducing opportunities for early father–child bonding.
A Lose–Lose for Families
The research paints a clear picture: when workplaces don’t support fathers to engage fully in parenting, no one wins.
Almost eight in ten dads (78%) said the lack of flexibility or support has strained their own health or that of their partner or child. A quarter said they’ve missed key milestones in their child’s life or felt stressed about not meeting their children’s needs.
And the gendered impact is significant: two in ten fathers said their partners had to take on more childcare or even change jobs to cope. Without more support for men, women continue to shoulder the larger share of unpaid care – perpetuating the ‘motherhood penalty’ that keeps gender gaps in pay and progression alive.
Signs of Progress
There are positive signs too. Almost nine in ten dads (88%) now feel able to talk about balancing work and fatherhood in their workplace – an encouraging foundation for culture change. Where men do have access to flexible working, the benefits ripple through families: four in ten reported more quality time with their children, and 37% said they could better support their partner.
Towards Equal Parenting
The study highlights a clear truth: modern fathers are ready for change, but workplaces and policies need to catch up. Dads called for practical, culture-shifting solutions – from more equal parental leave (31%) and flexible working access (30%), to visible fatherhood role models in leadership (28%) and open conversations about caregiving (29%).
True equality in parenting requires a multi-pronged approach; one that brings together policymakers, employers, and families to challenge outdated norms and redesign workplaces for real inclusion.
As Working Families’ research reminds us, equality at home and equality at work are deeply interconnected. Supporting fathers to care is not a ‘nice to have’ – it’s essential for creating a fairer, healthier, and more balanced future for everyone.
Register or log in to get started in your organisation
Photo by Kelli McClintock on Unsplash
