James is a new dad. His baby was born just two weeks ago. He’s tired, happy and a little overwhelmed. The days are full of nappies, bonding and trying to work out sleep routines. But now, his two weeks of paid paternity leave are over. And it’s time to go back to work.
He’s not ready. His partner still needs help. The baby is still new. And two weeks just don’t feel long enough.
More dads feel this way now. Times have changed. Dads don’t just want to help out. They want to be part of it all. The night feeds. The pram walks. The first smiles.
Longer paid paternity leave means dads can bond with their babies. It gives both parents a chance to share the load. It also helps mums recover, rest and feel supported.
Research shows dads matter. A lot.
When dads take time off and get involved early, it makes a real difference:
- Children do better at school and have better mental health
- Dads feel more confident, happier and closer to their kids
- 69% of dads say paternity leave helped their mental wellbeing
- Nearly 3 in 4 say it helped them bond with their baby
But most dads only get two weeks off. They only get £187.18 a week in statutory pay. That’s not enough for many families to manage. Some dads skip leave altogether. Others go back too soon, stressed and sleep deprived.
The good news? Employers can do more.
Businesses can offer enhanced paternity leave, additional pay for paternity leave or both. It’s easy to set up, and it sends a strong message: you’re supported here.
Enhanced paternity leave is a company policy that gives more generous paternity leave benefits than the statutory minimum. This can include longer leave periods, higher pay, or both. It’s when a company offers more than what's legally required. It’s an extra benefit given to new fathers, letting them take more time off to bond with their baby and support their partner and family.
Everyone benefits. But right now, not every workplace makes it easy.
See how payroll can make a real difference for new dads
Why enhanced paternity leave is good for business
Some businesses worry about the cost of giving dads more time off. Or they worry work won’t get done. But the truth is, enhanced paternity leave can save money in the long run.
When dads feel supported, they come back more focused. They’re less likely to burn out. And they’re more likely to stay.
- It helps with staff loyalty. People want to work for companies that care
- It boosts morale. Happy employees do better work
- It improves retention. Replacing staff is expensive. Keeping great people is cheaper
- It reduces sick days. Financial pressure and family stress are big causes of time off
It also builds a better reputation. Offering extended paternity leave makes a business stand out. It shows that family matters, not just profit. Job seekers notice these things. Especially younger workers and new parents.
So, while it might seem like a cost at first, enhanced paternity leave is actually a smart investment. It’s better for people. And better for business.
Using payroll to manage extended paternity leave and pay
Using payroll savings and savings pots for extended paternity leave
Planning to take more than two weeks off can feel out of reach for many dads. Statutory pay is low, and saving up in time for a new baby isn’t always easy, especially with rising living costs.
That’s where payroll can step in. With PayCaptain, employees can set money aside straight from their salary using payroll savings and savings pots.
Both tools make saving simple.
- Payroll savings takes a set amount from each pay packet and sends it to a chosen savings account
- Savings pots let employees split their pay into named pots like “Paternity Leave” or “Baby Fund” directly in the PayCaptain payroll app
Payroll saving and savings pots can be used on their own, or together. It’s completely flexible.
Using these tools means employees aren’t scrambling to save last minute. Instead, they can build up a cushion over time. Onceits set up, they don’t even need to think about it.
Employers can go one step further by adding matched savings contributions. Even small amounts show support and make a real difference to take-home savings.
It all helps remove or reduce financial stress.
Dads know they’ll have some money behind them when they need it most. They also know they’re supported by their employer.
Discover how savings pots ease financial pressure for new parents
Emergency cash access to support additional paternity leave
Even with the best planning, life throws surprises. A broken boiler. A car repair. A bigger-than-expected baby bill. And when a family is already relying on statutory paternity pay, costs can hit hard.
That’s why access to emergency cash matters.
With PayCaptain, employees can request a salary advance straight from the payroll app. It’s fast, secure and doesn’t involve loans or interest. The money comes from what the employee has already earned. It’s not credit, just early access to wages. In the same way that wages accrue when an employee works, pay for paternity leave accrues too.
The process is simple. No long forms. No awkward conversations. Just a few taps in the PayCaptain app.
For a new dad, this means peace of mind. If something unexpected crops up during paternity leave, they won’t have to borrow or add to money worries.
For employers, it’s another way to offer meaningful support. It helps reduce financial stress, avoids distractions and builds trust.
It’s all part of building a workplace that understands real life. It gives people the tools to manage it.
Using holiday accrual to extend paternity leave
Two weeks of paid paternity leave goes fast. But with a little planning, dads can often take more time. And without extra pressure on pay.
One option is using holiday days. Many companies now let employees add holiday to the start or end of paternity leave. This gives them more time at home when it matters most. Others let holiday to be carried over or used in short bursts across the early months of parenting.
This kind of flexibility makes a huge difference. It means dads can ease back into work. Maybe they return part time for a week or two. Maybe they work from home more. Every family is different. Every return to work will look different. What matters to dads is having choices, and a workplace that supports them. It doesn’t have to be one-size-fits-all.
See how PayCaptain helps extend leave through holiday accrual
How payroll supports a phased return to work after paid paternity leave
Going back to work after two weeks paternity leave isn’t always easy. The early months with a new baby are tiring, unpredictable and full of change. A gradual return to work can make a big difference.
Instead of jumping straight back into full-time hours, some dads may want to ease in. This might mean working less hours for a few weeks. This helps them adjust to new routines and stay involved at home. It lets them pick up the pace at work more gently.
Payroll can support this in a few ways:
- PayCaptain makes it easy to adjust working hours and reflect this in payroll, so employees are always paid the right amount
- Dads can split their pay using savings pots if they want to keep funds aside during this time
- Automatic weekly advances can help new dads budget better and cover some weekly expenses
- It removes the need for manual calculations or HR admin. Everything can be tracked and automated from the HR system through AI-powered payroll
This flexibility supports better mental health and stronger family bonds. It also shows the business understands real life doesn’t snap back to normal overnight.
Extended paternity leave doesn’t have to mean weeks off in one go. With the right support, it can include staggered returns, job sharing or part-time options. All these choices can be managed through payroll.
It’s a practical way to support dads, reduce stress and build a more family-friendly workplace.
Creating a company culture that supports enhanced paternity leave
Time off isn’t about paternity leave policy. It’s about people.
To really support new dads, the workplace needs to feel open, flexible and understanding. That starts with company culture.
It means managers who check in and listen. It means knowing that it’s okay to ask for time off, or to admit that things at home are tough. It means leaders setting the tone. Not just following the rules.
Simple things help:
- Open conversations before, during and after paternity leave
- Regular check ins to make sure new dads are okay and feel supported
- Flexible working options for new parents
- Respect for family commitments, appointments and last-minute changes
- Encouraging dads to use their full paid paternity leave without guilt
Payroll can play a big part too. Employers who offer enhanced paternity leave or extended paternity leave through payroll-based solutions show they care.
Tools like savings pots, emergency cash access, and phased returns don’t just help with money. They show trust. They reduce pressure. And they make life a little easier when everything else feels new.
When a business backs up its values with real support, it builds loyalty. It keeps good people. And it helps create a place where families and careers grow together.
Get in touch to turn your paternity leave policy into real-life support
Final thoughts from PayCaptain
Becoming a parent is life changing. The early weeks with a new baby are precious, but they’re also challenging. Two weeks of statutory paternity leave don’t give most dads the time or financial support they need. That’s why more businesses are stepping up.
A paternity leave policy should reflect the way families live and work today. That means offering more choice, more flexibility and more support.
From payroll-powered savings pots to emergency cash access and phased returns, our tools are built to help businesses back their people in practical ways.
When companies support dads, they’re not just doing the right thing. They’re building better teams, stronger loyalty and a workplace culture that stands out.
The good news? Small changes can have a big impact. Payroll is the perfect place to start.
Explore how PayCaptain can power enhanced paternity leave support
