The birth of a child is one of the most life-changing events in a person’s life. Yet almost a third of Dutch fathers return to work within a week. Why do so many fathers choose not to take their statutory leave? And what does that say about our work culture?
At De Unie we advocate for a fair work-life balance – also for fathers. Because paternity leave is more than a week off. It is an opportunity for bonding, for equal parenting and for a better start for the whole family.
How is paternity leave regulated in the Netherlands?
Since 2019, partners have been entitled to one week of fully paid maternity leave. Since 2020, an additional five weeks of parental leave (at 70% salary) can be added to this. This sounds generous, but in practice it turns out that many fathers hardly make use of this. Read more about this in our article about maternity leave.
Uit recent research among 400 parents it appears that:
- almost 30% of fathers return to work within a week of the birth;
- 25% of parents do not consider paternity leave important;
- one in twelve mothers does not even take their full statutory maternity leave.
That raises questions. Why are we doing this?
Work pressure and culture play a major role
The first days after birth are intense: sleepless nights, physical and emotional changes, and a baby that demands a lot of attention. It is precisely during this period that the presence of the partner is crucial. For practical help and for the bond between parent and child.
Yet many fathers feel inhibited. In conversations with members of De Unie we often hear that:
- seeing colleagues taking leave as 'not involved';
- the workload does not allow for absence;
- employers discourage the taking of additional parental leave.
While employed fathers are legally entitled to this.
New generation of fathers: more involved, but not always supported
The good news: fathers do want to. The research shows that three-quarters of parents find paternity leave valuable. Fathers want to see their child grow up, actively contribute to family life and shape equal parenting.
What is needed for this?
- An open work culture where taking leave is normal.
- Clear communication from employers about rights and regulations.
- Better financial compensation for additional leave.
Opportunity for employers: modern parenting policy pays off
Employers who actively encourage fathers to take leave also reap the benefits themselves:
- Better work-life balance leads to less burnout.
- Employees feel supported and remain loyal to their employer for longer.
- Equality at home contributes to diversity and inclusion in the workplace.
At De Unie we help employees and employers to develop modern, people-oriented policies. This also includes attention to partnership and fatherhood.
Conclusion: time for a new standard
Paternity leave is not a luxury – it is a necessity. For fathers, mothers and children. But also for organisations that want to retain and motivate their employees. The figures show that there is still much to be gained. But the will is there. Now to translate that into a modern parenting policy in the workplace.
At De Unie we believe in a work culture where parenthood is naturally supported and embraced. Will you join us?
Do you want to know what you are entitled to as a father? Or do you have questions about taking leave? Contact De Unie. We are happy to help you on your way. Our Service Center is available every working day from 8:30 to 17:00 via sc@unie.nl and 0345 851 963.
