57% of dads feel guilty on returning to work after parental leave – HR News

Summary

New research from WOMBA and Hult International Business School surveyed 706 parents and finds returning to work after parental leave is especially tough for dads. 64% said the return was challenging (14% extremely challenging); 57% reported moderate to extreme guilt. Many also struggled with resilience (55%), self-esteem (51%) and identity tension (72%) as they tried to balance work and parenting.

The study highlights organisational shortcomings: many fathers received no Keep in Touch (KIT) days (39%), no HR contact (39%) and no manager contact (33%) while on leave; over half (52%) weren’t offered a return-to-work interview and 42% weren’t offered a phased return. Dads prioritise financial stability (87%), bringing their whole selves to work (81%), balance and trust (81%) and supportive managers (79%).

Key Points

57% of dads feel moderate to extreme guilt on returning to work after parental leave.
64% found the return challenging; 14% found it extremely challenging.
Identity tension is high — 72% of dads struggle to balance work and parental identities.
Top practical stressors: workload (71%), time away from home (70%) and difficulty separating work and family life (66%).
Many employers fail to prepare dads: 39% had no KIT days, 39% no HR contact, 33% no manager contact; 52% had no return-to-work interview.
Dads’ top needs to thrive: financial stability (87%), authenticity at work (81%), balance (81%), trust (81%) and supportive managers (79%).
Despite challenges, dads are relatively optimistic about career futures (69% clear about future vs 53% of mums).
UK paternity leave ranks poorly internationally (40th of 43 countries in the OECD comparison).

Context and Relevance

The findings matter for HR leaders, line managers and policymakers. They show that weak paternity policies and patchy employer practice risk harming fathers’ wellbeing and career retention, while also entrenching gendered childcare burdens. Organisations that improve leave design, keep-in-touch communication and return-to-work support can retain talent, boost inclusion and reduce turnover.

Why should I read this?

Short version: this is what’s actually happening to dads, not theory. If you manage people, set policy, or care about retention and fairness, the article flags straightforward fixes that make a real difference. We’ve saved you the time—read it so you can act.

Source

Source: https://hrnews.co.uk/57-of-dads-feel-guilty-on-returning-to-work-after-parental-leave/