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Work Life Balance

DADB1 Form and Shared Parental Leave

Emmie: Tell me about this DADB1 form that I’ve heard about which is a petitioner that started today? (note that this was recorded a while ago)

Jessica: Yes we got the nod from the government last night that they were going to publish our petition. We’re calling on people. We need a hundred thousand people to sign this so we get a debate in Parliament. Essentially when a woman is pregnant, she gets what’s called a MATB1 form from her midwife and this is a piece of paper, a legal document, that she takes her employer and that triggers all sorts of internal processes in the organization, but fundamentally kick-starts recognition that you’re about to become a parent. We’re arguing that if we want to see more men take up shared parental leave. (and there are a whole load of other blog posts that I can signpost you about why we would want to do that). But decreasing the gender pay gap is one of them if we want to increase the number of men taking shared parental leave we probably want to do a few big key things and those big key things are very expensive – like paying better but one simple thing that we can do is have what we’re calling their DADB1 form so that the piece of paper that the Midwife can give to the woman to pass on to the father or the second parent, so that they can then give to their employer to say ‘I’m becoming a parent’. Obviously they might choose not to give it in but it’s a way to kick start the conversation because so often fathers are not talking about this or they might go to tell the line manager, but it doesn’t get back to HR. So shared parental leave isn’t getting talked about and other helpful policies or other ways of supporting that employee are not kicking in because people don’t know that they’re about to go through this huge life transition. So that’s why we’re calling for people to sign our petition. #DADB1 on Twitter.

Emmie: Definitely, I will be. You say in one of your blog posts is shared parental either each workplace equality and I was reading about this and obviously some companies doing some fantastic things. So I was just interested what initiatives have you seen that you think are working really well with the companies that, you’re working with or with companies that you’re not working with?

Jessica: Yeah, so to be fair, I don’t think there’s anyone who’s getting it spot-on, but you’ll know from that blog post that I mentioned Aviva. So Aviva, the insurance company, is paying shared parental leave in the same way that they’re they’re paying maternity leave. So you get enhanced pay I think a Visa for six months. If you employ a Visa, you’re not just getting and statutory maternity pay you’re getting full pay for six months. I think it is. And so they’re offering the same thing to father’s so then it becomes well if I can be off with my with my newborn baby for six months and I’m going to be paid, It’s kind of a no-brainer and equally PWC I think they might have a similar policy might be six months as well. And again, I know invited to pwc’s internal Network, which is very kind of than their balance Network which is exploring gender issues. And they’ve had one earlier this year about shared parental leave where they show a film of PWC men talking about taking shared parental leave and they have some senior men on in that and that’s a great internal resource that can be shared to encourage men to CEO, but also people in their business do. Especially it’s okay for me to do it to
so Ithink telling stories and Senior leaders been seen to be accessing resources and policies that we’d like to see trickle-down the organization really is absolutely key. But most organizations are finding the uptake of shared parental leave very very low.

Emmie: Right. Okay. Well, hopefully, there are going to be lots of developments in this space and let’s hope that this petition gets the signatures.