Are Employers Doing Enough To Support Working Fathers In Canada?

Addressing parenting challenges for working fathers

By Kiljon Shukullari, Peninsula Canada

When it comes to supporting working parents, it is typically overshadowed by the overwhelming challenges faced by working mothers. However, it’s important to note that mothers and fathers both face challenges in different ways.

According to a study by Monster. com, 55% of working mothers struggle with the difficulties of leaving their children at home to go to work, and most men (41%) battle with the constant pressure to provide for their families.

Supporting fathers in the workplace is essential for promoting gender equality, work-life balance, and overall employee well-being. Here are some effective ways employers can support fathers in the workplace.

Paternity leave: Encourage fathers to take advantage of parental leave benefits offered by the Canadian government. The Employment Insurance (EI) program provides paid parental leave for both parents, allowing fathers to take time off work to bond with their newborns or take care of their children. Employers can further support fathers by offering additional top-up benefits to ensure they receive a reasonable income during their leave.

Flexible work arrangements: Implement flexible work policies that allow fathers to manage their work responsibilities while being actively involved in their children's lives.

Workplace culture and support: Foster an inclusive workplace culture that values work-life balance for all employees, including fathers. Promote an environment that recognizes and respects the importance of family and encourages employees to prioritize their well-being. Encourage open communication and provide support mechanisms, such as employee assistance programs or parental support groups.

Encourage involvement in family activities: Recognize the significance of family involvement and encourage fathers to actively participate in their children's school or extracurricular activities. Provide flexibility for fathers to attend events or appointments related to their children's well-being without facing negative consequences at work.

Employee benefits: Review and enhance employee benefits to meet the evolving needs of fathers. Consider offering benefits such as childcare subsidies, backup childcare options, or wellness programs that address parenting challenges and promote work-life integration.

Leading by example: Encourage senior leaders and managers to actively support fathers in the workplace. When leaders prioritize work-life balance and familyfriendly policies, it sets a positive tone and promotes a supportive environment for all employees.

Parental Leave

Parental leave is a benefit provided under the Employment Insurance (EI) program. The parental leave allows eligible parents, including fathers, to take time off work to care for their newborn or newly adopted child. Here are some key details about parental leave in Canada:

1. Length of leave: Eligible parents can take up to 35 weeks of parental leave. This can be shared between the parents, allowing flexibility for both fathers and mothers to take time off work.

2. Employment insurance benefits: During the parental leave period, eligible parents can receive Employment Insurance benefits, which provide partial income replacement. The benefit amount is generally 55% of the average insurable weekly earnings, up to a maximum amount set by the government.

3. Eligibility: To be eligible for parental leave and EI benefits, individuals must have accumulated enough insurable hours of employment and have made sufficient contributions to the EI program. The specific eligibility criteria can be found on the Service Canada website.

4. Starting date of leave: Parents can start the parental leave at any time, within 52 weeks after the child's birth or adoption. However, it's important to note that the duration of the leave does not extend beyond the 52-week mark.

5. Job protection: Employees who take parental leave are entitled to job protection. This means that they have the right to return to their same or a comparable position after the leave ends. Employers cannot terminate or penalize employees for taking parental leave.

Would you like to comment?