In a groundbreaking push for gender equality and better parental support, British fathers are being urged to join the world’s first “Dad strike”, amplifying demands for more generous paternity leave in the United Kingdom, where statutory provisions remain among the lowest in Europe. The movement is set to culminate in a public protest with fathers and their babies outside the Department for Business and Trade in London on June 11, aiming to pressure the government into reforming policies for dads and non-birthing partners. The campaign reflects growing international attention to the critical role of fathers in early childhood and the wider debate about work-life balance amid changing social norms.
The issue matters deeply to Thai readers as Thailand grapples with its own family policy debates and rapidly evolving family structures. While the UK is often viewed as a benchmark for social policy, its paternity leave system currently offers eligible fathers and non-birthing partners only two weeks at less than half the minimum wage—an amount many consider unworkable. Self-employed co-parents do not qualify for any state support. By contrast, eligible mothers can receive 90% of their average weekly earnings for the first six weeks and a flat rate for the following 33 weeks. According to campaigners, these substantial disparities perpetuate gender inequalities and undermine children’s access to care from both parents (The Guardian).
The urgency is underscored by stark research findings. British fathers spend, on average, 57% fewer waking hours with their children in the first year of life compared to mothers (1,403 hours versus 3,293 hours). George Gabriel, a spokesperson from the Dad Shift campaign group, points out that current policies force many men to choose between financial security and family presence. “The UK’s rubbish paternity leave system means from the day our kids arrive most fathers are forced to make an impossible choice,” Gabriel noted, emphasizing the emotional and societal costs of inadequate paternity support.
Critics accuse the government of “betraying” new fathers, particularly after revelations that a proposed “day one” right to paternity leave in Labour’s flagship employment bill would not entail statutory pay—a major sticking point for many families. The take-up rate for paternity pay in the UK remains among the lowest in the Organisation for Economic Cooperation and Development (OECD), with only 31.6 men per 100 births claiming the benefit, compared to an average of 57 across 18 OECD countries. The UK’s paternity leave ranks a dismal 40th out of 43 OECD nations, and its government spending on paternity is only 1.9% of total parental-leave expenditure, with the bulk reserved for maternity (OECD family database).
Faced with slow legislative progress, some British companies are taking the initiative to address the disparity. The BBC now offers partners up to 52 weeks of leave, with a structured pay scale, and firms like Aviva provide 26 weeks of full pay for co-parents. Nevertheless, many major employers, including HSBC, Barclays, and KPMG, limit leave to just two weeks on full pay, highlighting inconsistency and inequity in corporate policies.
The Dad Shift’s campaign is joined by various organisations and influential voices, including self-employed fathers and support platforms for working men. The movement aims to awaken public consciousness, disrupt entrenched work norms, and help men reclaim their right to family time. “Fighting for paternity leave is a way to interrupt how we over commit in the workplace and don’t commit enough in our families,” explains Marvyn Harrison, founder of the Dope Black Dads podcast.
The implications for Thailand are significant. While the Labour Protection Act 1998 provides Thai mothers with up to 98 days of maternity leave (with some pay provided by social security), paternity leave policies remain mostly at the discretion of individual employers and government agencies (ILO Thailand factsheet). Men working in the public sector may be eligible for 15 days of paid paternity leave, but coverage for private-sector fathers is less clear and usually unpaid. This policy gap not only reflects gendered expectations but also impacts children’s well-being, professional advancement for women, and broader economic productivity.
Culturally, traditional Thai family roles have often placed child-rearing responsibilities primarily on mothers, while fathers act as providers. However, urbanisation, women’s participation in the workforce, and shifting societal attitudes are driving demand for more flexible and equitable family policies. The debate resonates with similar conversations in Europe and East Asia, where a range of experiments from extended paid leave for both parents (as in Sweden and Norway) to “father quotas” in Japan and Korea seek to balance employment and caregiving.
If Thailand aims to remain regionally competitive and support its families, the UK’s ‘Dad Strike’ offers key lessons. Research consistently shows that when men take parental leave, entire families benefit: mothers experience less stress and greater labour market continuity; fathers report improved mental health and stronger family bonds; and children perform better developmentally and emotionally (UNICEF Thailand family support evidence).
Looking to the future, experts predict that pressure will grow on governments across Asia—including Thailand—to broaden parental leave entitlements, improve paid paternity leave, and promote “active fatherhood” as part of broader gender-equality strategies. The advent of a ‘Dad Strike’ in the UK signals a possible international wave of advocacy, with fathers and employers pushing for policy updates that reflect modern family realities.
For Thai readers, the call to action is clear: advocate for reforms that support all parents, encourage employers to consider robust and equitable paternity leave policies, and engage actively in the national conversation about work, caregiving, and gender equality. Whether you are a parent, policymaker, employer, or employee, understanding the transformative potential of inclusive parental leave is a crucial step toward a more balanced and prosperous Thai society.
For further reading and to join discussions about changing family policy in Thailand, visit ILO Thailand, UNICEF Thailand, and follow local advocacy efforts online.