Parental leave for fathers: what's changing and how companies benefit from it
Last updated: 21. October 2026
Fathers take parental leave. More and more, more and more naturally. What was the absolute exception 15 years ago is today a reality in almost every second company. And yet the potential of this development remains largely untapped for many HR teams.
This article shows what's behind the figures, why fathers on parental leave are a topic for an active company culture, and what employers can concretely do.
The key points at a glance
- 46.4% of fathers in Germany claim parental allowance – a record high (birth cohort 2023)
- ¾ of them, however, take only the statutory two partner months
- Fathers who take longer parental leave strengthen their long-term bond with the company
- The planned average claim duration was most recently 14.9 months (mothers) and 3.8 months (fathers)
- Companies can actively contribute, through targeted measures, to fathers really using parental leave
- heyGuide supports parent teams and employers through the entire process
Contents:
How many fathers take parental leave in Germany?
According to the Federal Statistical Office, father participation in parental allowance for children of the 2023 birth cohort was 46.4 percent. That's a new record high. In total, around 945,000 people claimed parental allowance for this cohort, of which 302,000 were fathers. For comparison: in 2007, the first year after the introduction of parental allowance, the proportion was just 3.5 percent (Destatis).
That sounds like progress. And it is. But: ¾ of fathers take only the two partner months. Mothers plan an average of 14.9 months of parental allowance, fathers 3.8 months. The gap is large, according to Federal Statistical Office.
A representative survey by the Bertelsmann Stiftung (2025) shows: 44 percent of all respondents would prefer an even split of parental leave. In practice, that's rarely lived so far.
Why do fathers so rarely take longer parental leave?
The reasons are varied. Financial losses play a role, but they aren't the only factor. From a company perspective, there are three areas that significantly influence fathers' decisions:
Company culture and expectations
Many fathers report that although they feel legally within their rights, they sense social pressure at work. The unspoken message is often: a career and longer parental leave don't go together. This attitude shapes behaviour, even when it isn't communicated explicitly.
A lack of role models
When managers themselves don't take parental leave or don't actively raise the topic, it remains a theoretical option for many employees. Role models at leadership level change that. You can read more on parental leave as a manager here.
Unclear communication in the company
Many fathers simply don't know what they're entitled to and how the process works. Who do you ask, and where do you turn? Who explains the months, the registration deadlines, the options during parental leave?
What companies concretely gain when fathers take parental leave
This isn't a soft question. The answer is measurable.
Employee retention:
Fathers who notice that their company actively supports parental leave return more motivated. Loyalty rises.
Equality in the team:
When fathers and mothers take parental leave equally, the team dynamic changes in the long term. Women interrupt their employment for shorter periods and return faster.
Employer attractiveness:
Younger professionals in particular pay attention when choosing a job to whether a company lives family-friendliness. Father-friendly parental leave policy is a concrete signal.
Predictability:
Fathers who announce parental leave usually plan earlier. That gives HR more time for a structured handover.
What you can do as an employer
It's about three things: informing, creating normality and supporting in a structured way.
Inform early and actively
Raise the topic directly in conversations around the pregnancy, for both parents. Make it clear that parental leave is as self-evident for fathers as for mothers. That can begin with a simple conversation.
Involve managers
Training for managers on how to conduct parental leave conversations is an underestimated tool. A manager who knows what to ask and how to support significantly lowers the barrier for fathers.
Offer structures
Flexible return options, clear contact persons, tandems for the handover. A company that shows parental leave is logistically no problem takes away fathers' biggest worry.
What's changing with parental allowance from 2025?
For children born from 1 April 2025, a new income limit applies: couples with a jointly taxable income of more than 175,000 euros are no longer entitled to parental allowance. That's a point HR teams should know in order to inform affected employees in good time.
In addition: since 1 May 2025, text form is sufficient for the parental leave application, for example an email. This applies to children born from this date and simplifies the administrative process for both sides (§ 16 BEEG).
Conclusion
Fathers on parental leave are not a trend that will pass. They are a reality in modern companies. The question is whether you, as an employer, actively shape it or wait.
Those who give fathers the space to really live parental leave invest in retention, in equality and in attractiveness as an employer. If you want to know what structured parental leave support can look like in your company, feel free to arrange a initial consultation with heyGuide. Orif you'd like to keep being kept up to date on current events in the world with a focus on companies, feel free to subscribe to our Newsletter!
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