Inspiring Dads · Getting Started

Paternity Leave
Starter Checklist

10 actions every organisation should have in place to support new dads. Work through these before moving to more advanced provision.

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How to use this checklist: Click each item as you confirm it's in place. Tackle High priority items first — these are the non-negotiables that make the biggest immediate difference to new dads.

Progress
0 / 10 done
1
Policy Basics
The written commitments that must exist before anything else
✓
A written paternity leave policy exists High
Not just a reference to statutory rights — a clear, accessible document that tells new dads exactly what they're entitled to and how to request it.
✓
The policy offers more than the statutory minimum High
Statutory paternity pay is just 2 weeks at £194.32/wk (2025). Organisations serious about supporting dads offer enhanced pay for at least some of this period.
✓
The policy is easy to find and written in plain English Medium
If it lives in a PDF buried in a SharePoint folder, it may as well not exist. Dads should be able to find and understand it in under 5 minutes.
2
Communication & Culture
Making sure dads actually know what's available — and feel safe using it
✓
Managers are briefed on paternity entitlements High
The most common barrier isn't policy — it's a manager who doesn't know the rules or discourages dads from taking leave. Manager knowledge is non-negotiable.
✓
New dads are proactively told about their leave entitlement High
Don't wait for them to ask. When an employee shares they're expecting, HR or their manager should initiate the conversation — not leave it to the individual to navigate alone.
✓
Senior leaders are visible about taking paternity leave Medium
Policy is permission. Culture is what actually happens. If no senior man is seen taking full leave, junior dads won't either — regardless of what the handbook says.
3
Process & Support
Practical infrastructure so leave is smooth to take and return from
✓
There is a clear process for requesting paternity leave High
Dads know who to tell, when to tell them, what forms to complete, and what notice is expected. Ambiguity breeds avoidance.
✓
A keep-in-touch (KIT) approach is offered, not assumed Medium
Dads should be told they can stay in light contact if they choose — but also that they don't have to. Leave should feel like leave, not extended working from home.
✓
A return-to-work conversation is standard practice Medium
The transition back is often harder than the leave itself. A structured check-in with a manager or HR in the first week back makes a measurable difference to retention.
✓
Flexible working is available and genuinely accessible to new dads Good to have
Not just on paper — dads need to feel they can request flexible arrangements without career penalty. This is the single biggest factor in retention post-leave.
📈 Ready to improve your score?
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Book a free 30-min audit call — we'll map your gaps and identify the changes with the biggest immediate impact.
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Retake the scorecard once you've worked through this checklist to see your updated maturity level.
About Inspiring Dads
Supporting new dads and their employers since 2018 — working with ExxonMobil, Ralph Lauren, Admiral, and the NHS.

We believe supporting new dads is the most direct route to gender equality at home and at work.
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