The government’s newly launched review of parental leave and pay is a much-needed opportunity to modernise policy and support families.
For the first time in over a decade, maternity leave, paternity leave, shared parental leave, adoption, neonatal care and bereavement support are all being considered as part of a single comprehensive review.
The review’s goals - simplicity, fairness and flexibility - are welcome, but they have particular relevance to education, especially in the midst of a teacher recruitment and retention crisis.
If implemented thoughtfully, this review could help to retain experienced staff, diversify leadership and promote equality in practice - benefitting schools, staff and, ultimately, students.
Supporting parental leave
In my doctoral research exploring the experiences and perceptions of women secondary school headteachers, female heads spoke candidly about the sacrifices they had made.
Some had opted out of motherhood entirely. Others had returned to work far earlier than they wanted to in order to protect their leadership opportunities. One participant described maternity leave as a “career pause”. And another recounted being actively discouraged from having more children and, while this was said in jest, the message was clear: motherhood and leadership were often deemed to be incompatible.
These stories reveal a system that, while not always overtly discriminatory, still embeds deep-rooted structural inequality.
There is growing recognition that men, too, can face barriers when seeking to take on equal care-giving roles. Currently only a small percentage of fathers take extended parental leave. Financial disincentives and workplace culture often discourage men from taking time away from work.
This perpetuates outdated norms and places a disproportionate burden on mothers. A reformed system that actively supports and encourages all parents to take leave would create a more equitable, flexible and resilient education workforce.
A chance for cultural change
The government review’s call for evidence, open until 25 August 2025, asks parents, professionals and employers what works and what needs to change.
Key priorities include improving take-up of shared parental leave, increasing statutory pay and creating greater flexibility in how and when leave can be taken.
For education, the benefits could be wide-ranging:
1. Retention of talent
More inclusive parental leave policies can help to retain talented professionals, especially in middle leadership and senior leadership roles, by ensuring that care-giving does not become a barrier to career progression for either gender.
2. Redefining leadership
The profession must move beyond presenteeism. Modern leadership should reflect balance, empathy and adaptability - qualities strengthened through care-giving. Recognising these as leadership strengths will benefit school culture as a whole.
3. Modelling equality for students
When students see both men and women taking parental leave, returning flexibly and maintaining their professional responsibilities, it helps to dismantle gender stereotypes and promotes a healthier vision of work-life integration.
4. Supporting fathers to be fully present
Encouraging men to take parental leave allows them to build deeper relationships with their children and be visible role models of engaged fatherhood. This not only benefits families but also demonstrates that care-giving is a shared societal responsibility.
5. Addressing recruitment and retention
With teacher shortages continuing, it is essential that schools become places where professionals can thrive as both educators and care-givers. A parental leave system that supports this balance can strengthen recruitment and retention across the sector.
What should schools and governors do?
Policy alone will not be enough, though. Schools must help to shape the culture in which these policies are embedded, starting by asking themselves some key questions and being honest about the answers:
- Audit existing practice: are all staff taking up their full parental entitlements? Is anyone avoiding leave due to perceived career risks? Honest conversations are essential.
- Contribute to the review: school leaders, governors and HR teams should share evidence from their communities to help shape future policy.
- Promote flexible working at all levels: from phased returns to leadership job shares, flexibility should be normalised across roles and genders.
- Celebrate parenthood as professional growth: leadership and care-giving are not mutually exclusive. Parents bring unique strengths to their roles. Recognising this can inspire others to lead with empathy and perspective.
- Support line managers: provide training so that those managing returning parents understand the importance of support, phased reintegration and career continuity.
A turning point
This review offers the opportunity to redefine how schools think about care, leadership and work-life balance.
It is a chance to build structures that reflect the realities of modern families and support every professional to contribute fully both at school and at home.
Empowering both mothers and fathers to take leave and return with confidence will strengthen school communities and set powerful examples for the next generation.
When care and leadership are not seen as mutually exclusive, schools become healthier, happier and more inclusive.
Dr Sarah Mullin MBE is an experienced school leader, visiting professor of education and author. She recently completed her doctorate in education exploring the experiences and perceptions of women secondary school headteachers in England
You can now get the UK’s most-trusted source of education news in a mobile app. Get Tes magazine on iOS and on Android
