I’m a Male Wanting to Take Paternity Leave — How Should I Approach This With My Employer?

Taking paternity leave is a valuable opportunity to bond with your new child and support your partner during a major life transition. In Australia, men are legally entitled to parental leave, yet many still feel unsure or hesitant about asking for it. Here’s how to approach the conversation with your employer - and why you absolutely should.

First, Know Your Rights

Under the Fair Work Act 2009, all eligible employees, regardless of gender, have the right to take parental leave when a child is born or adopted.

You may be entitled to:

• Unpaid parental leave: Up to 12 months, with the possibility to request an extension to 24 months.

• Dad and Partner Pay: Up to 2 weeks of paid leave at the national minimum wage, through Services Australia.

• Employer-paid parental leave: Some employers offer additional paid paternity leave as part of their policies or enterprise agreements.

To be eligible, you must have:

• Worked for your employer for at least 12 months before the expected date of birth or adoption.

• Be the primary or secondary carer of the child.

Step 1: Check Your Workplace Policy

Before approaching your employer, review your company’s parental leave policy. It may be in your employment contract, staff handbook, or intranet.

Things to look for:

• Paid vs. unpaid leave entitlements

• Notice periods

• Documentation requirements

• Flexibility around return to work or part-time options

Step 2: Plan the Conversation

Request a private meeting with your HR manager or direct supervisor. Be clear, professional, and confident in your approach.

You might say something like:

“My partner and I are expecting a baby, and I’d like to take some paternity leave to support my family and be present in those first weeks. I’d love to talk through the available options under our policy and how we can best plan for my leave.”

Step 3: Give the Required Notice

Legally, you need to give your employer at least 10 weeks’ written notice before starting unpaid parental leave (unless it’s not practicable). You’ll also need to provide:

• The expected date of birth or adoption

• Your intended start and end dates for leave

• Confirmation of your role as a secondary or primary carer

Step 4: Discuss How Work Will Be Managed

To make the process smooth for everyone, come prepared with ideas for how your workload can be managed while you’re away. This shows initiative and helps ease any concerns your manager may have.

Consider:

• Handover notes

• Temporary cover or delegated tasks

• Project timelines you can adjust before or after leave

Step 5: Normalise It — Without Guilt

Taking paternity leave doesn’t make you less committed to your job — it makes you a more present and supportive parent. More Australian fathers are taking leave than ever before, but stigma still exists in some workplaces.

By confidently taking paternity leave, you’re helping to shift outdated norms and promote gender equality in caregiving.

After Your Leave

When you return, you’re entitled to:

• Return to your pre-leave position (or an equivalent one)

• Request flexible working arrangements, such as reduced hours or remote work, if needed

Taking paternity leave is your legal right and a powerful way to show up for your family. Don’t let outdated stereotypes or workplace pressure hold you back. Approach the conversation respectfully, plan ahead, and know that your role as a father is just as important as your role as an employee.

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Helpful Resources

• Fair Work Ombudsman – Parental Leave

• Services Australia – Dad and Partner Pay