BIS commissioned independent research to look at attitudes towards shared parenting, and how parents manage their childcare and work arrangements. This is to help understand and address the issues preventing people from taking statutory shared parental leave (SSPL), which will apply to couples with babies due or children matched or placed for adoption on or after 5 April 2015.
Key findings are as follows:
– Just under a quarter believe that childcare should be the mother’s main responsibility, but 53% said that childcare should be the equal responsibility of both parents.
– 80% of those considering having children in the future said they would consider taking SSPL when they became parents.
– 6 in 10 men said one of the benefits of SSPL would be forming a closer bond with their child, with 44% saying it would feel fairer, and 39% saying they could let their partner get back to their job or progress their career.
– 57% of men thought that being more involved in the baby’s life would be a good thing for their whole family, and around a third felt it would strengthen their relationship with their partner.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
