Paternal Leave

Paternal Leave Guide 2025: What Every New Dad Needs to Know

Paternal leave in India presents a complex landscape that varies dramatically depending on where you work. Currently, government employees enjoy a clear policy of 15 days paid leave, while mothers can take up to 26 weeks (182 days) off. This stark contrast highlights the uneven support system available to new fathers across the country.

Despite the absence of a uniform national law for paternity leave, we’ve observed significant variations in how this benefit is implemented. If you’re working in the public sector, you’re entitled to 15 days of leave within six months of your child’s birth or adoption. However, the private sector tells a different story, with only 14% of Indian companies having formal paternity leave policies. In fact, what is paternal leave often depends entirely on your employer’s discretion, as paternity leave policy isn’t mandatory in the private sector. The paternity leave meaning, duration, and even eligibility criteria can differ dramatically between organizations, creating confusion for expectant fathers about their rights.

In this comprehensive guide, we’ll navigate the complexities of paternity leave days in India, compare them with maternity leave for male employees, and provide you with everything you need to know as a new father planning for this important life transition.

What is paternal leave and why it matters

Understanding paternity leave goes beyond just knowing its definition. Let’s explore what it truly means for new fathers and families in 2025.

Definition and paternity leave meaning

Paternity leave refers to a period when fathers receive paid time off work following the birth or adoption of their child. According to Merriam-Webster, it’s specifically defined as “time off from a job given to a father after a child is born”. This period allows new dads to be present during those crucial early days, weeks, or months without the pressures of balancing work responsibilities.

Unlike regular vacation time, paternity leave is designated specifically for new fathers. It stands as a separate allowance from existing holiday entitlements, giving dads dedicated time to focus exclusively on their new role as a parent. In essence, paternity leave acknowledges that fatherhood requires adjustment time, just as motherhood does.

Furthermore, the concept extends beyond biological fathers. The scope of paternity leave includes adoptive fathers as well, recognizing that bonding is equally important regardless of biological connection.

Difference between paternity and maternity leave for male

The most striking difference between paternity and maternity leaves globally lies in their duration. Internationally, there’s a significant disparity – some countries value father involvement greatly, whereas others offer minimal support. For instance, in the UK, fathers receive only 14 days of paternity leave, and Greece grants merely two days.

Additionally, eligibility criteria often differ. In India, paternity leave for central government employees is 15 days, which can be taken before or within six months of the child’s birth. In contrast, maternity leave is substantially longer, highlighting the disparity between support systems for mothers versus fathers.

Interestingly, when paternity leave goes unused within the stipulated period, some policies provide compensation equivalent to what would have been received had the leave been taken. This provision, though, varies significantly between organizations and sectors.

Private sector policies present another layer of complexity. Unlike the structured government approach, private companies in India aren’t legally mandated to provide paternity leave. Most organizations that do offer this benefit typically provide between one to two weeks of paid leave, generally taken immediately after the child’s birth.

Why early bonding time is essential

The significance of early father-child bonding extends far beyond those initial days. Recent studies indicate that children whose fathers are actively involved from birth tend to develop distinct advantages:

• Greater emotional security and confidence in exploring their surroundings
• Better social connections with peers as they grow older
• Lower likelihood of getting into trouble at home and school
• Reduced risk of drug and alcohol use
• Higher IQs and improved linguistic and cognitive capacities

Moreover, the bonding that happens during paternity leave isn’t just beneficial for the child – it creates a foundation for lifelong connection. Early bonding forms the emotional blueprint children carry into adulthood, fostering trust, security, and open communication.

For mothers, paternal involvement provides crucial support during a physically and emotionally demanding time. As noted by researchers, “Lack of paternity leave would not only take away the right of the father to establish a healthy relationship with the newborn child, but it would also indeed harm the woman’s role as caretaker”. The support fathers provide during this period is invaluable for new mothers.

Interestingly, countries that actively encourage paternity leave through policies like the “father’s quota” (where certain leave days can only be used by fathers) have seen positive shifts in gender roles within families. These policies promote more equal division of labor and challenge traditional gender expectations. Research from 2023 even found that paternity leave causes attitudinal change on gender issues, with parents increasingly supporting gender-egalitarian socioeconomic policies.

Ultimately, paternity leave recognizes a fundamental truth: child care isn’t solely a mother’s responsibility but requires father involvement too. The time fathers spend bonding with their newborns lays the groundwork for healthier, happier, and more well-adjusted children and families.

Eligibility for paternity leave in India

Eligibility for paternity leave varies dramatically across different employment sectors in India. Let’s examine who qualifies and under what conditions fathers can access this important benefit.

Central government employees

Central government employees enjoy the most structured paternity leave system in India. Under the Central Civil Services (Leave) Rule 551(A) established in 1972, male central government employees are eligible for 15 days of paid paternal leave. To qualify for this benefit, you must meet these specific criteria:

• Have fewer than two surviving children
• Have worked for your employer for at least 80 days during the 12 months preceding the expected delivery or adoption date
• Take the leave either before or within six months of your child’s birth or adoption

This paternity leave is separate from other types of leave and cannot be deducted from your regular leave account. Importantly, employers cannot deny an eligible employee’s paternity leave request when all criteria are properly met.

State government variations

When it comes to state governments, paternity leave policies show considerable variation across India. Unlike the standardized central government approach, state policies reflect regional priorities and values:

• Kerala offers 10 days of paternity leave
• Tamil Nadu aligns with central government norms, providing 15 days
• Other states may have their own unique provisions or no formalized policies at all

Given these inconsistencies, checking your specific state government’s rules is essential if you’re a state employee planning for fatherhood. Each state implements its own service requirements and eligibility criteria for paternity leave benefits.

Private sector policies

Currently, no national law mandates paternity leave in India’s private sector. This creates a situation where eligibility entirely depends on individual company policies. Progressive companies often establish their own criteria, typically including:

• Status as a biological or adoptive father
• Minimum service period with the company (often 6 months to 1 year)
• Documentation proving childbirth or adoption

Notably, some major companies have implemented generous policies on their own initiative. Zomato offers 26 weeks of paternal leave, Tata Consultancy Services provides 15 days, Wipro gives 8 weeks, and Infosys allows 5 days. These variations highlight how drastically paternity leave experiences can differ based on employer.

Unorganized sector challenges

For fathers in India’s unorganized sector, formal paternity leave policies are virtually non-existent. This creates significant challenges for a large portion of India’s workforce. Without structured benefits, these fathers typically must:

• Rely on unpaid time off
• Make informal arrangements with employers
• Often choose between income and time with their newborn

This gap represents one of the most pressing inequalities in India’s paternity leave landscape. Consequently, many fathers in this sector cannot participate in those crucial early bonding moments without financial sacrifice.

Adoptive fathers and special cases

The paternity leave framework also extends to adoptive fathers, albeit with specific limitations. For central government employees, paternity leave provisions for adoption apply only when the child is under one year of age. Subsequently, the Paternity Benefit Bill of 2017 proposed that every man who legally adopts a child below three months should receive 15 weeks of paternity benefit.

Other special cases include provisions for miscarriage. Some policies entitle men to seven days of leave with wages at the paternity benefit rate immediately following their wife’s miscarriage.

Throughout all these scenarios, documentation requirements remain consistent. You’ll need to provide formal proof of childbirth, adoption, or other qualifying circumstances to access paternity leave benefits across all sectors where they’re available.

Paternity leave duration and timing rules

The timeframe for paternity leave remains one of the most crucial aspects for new fathers planning their time with a newborn. Looking at the duration and timing regulations reveals significant variations across different employment sectors in India.

Standard paternity leave days in public sector

For central government employees, paternity leave is standardized at 15 days. This leave is granted under the Central Civil Services (Leave) Rule 551(A) from 1972. Primarily, this benefit applies only to central government employees, creating a clear standard within the public sector.

Kerala state follows a slightly different approach, offering government employees 10 days of paternity leave during the confinement of the wife for childbirth. This leave can be taken up to 10 days before or within 3 months from the delivery date, provided there’s medical certification of the exact delivery date.

Private sector variations

Currently, India lacks a federal mandate for paternity leave in the private sector. As such, companies implement varied policies at their discretion. Here’s what the landscape looks like:

• Progressive companies like Tata and Infosys typically offer 5-15 days of paid paternity leave
• Only about 18% of Indian companies provide any form of paternity leave
• Some industry leaders have established more generous policies, with durations ranging from 5 days to several weeks

This lack of standardization means a father’s experience largely depends on his employer’s policies. Organizations with more progressive approaches recognize that adequate paternity leave supports work-life balance and demonstrates commitment to employees’ family responsibilities.

When can leave be taken?

Timing regulations for paternity leave vary based on employment sector and specific policies. For central government employees, the 15-day leave must be taken within six months of the child’s birth or adoption. This provides some flexibility for planning around the arrival of a new child.

In Kerala’s public sector, paternity leave can be taken up to 10 days before or within 3 months from the date of delivery. This shorter window requires more precise planning from expectant fathers.

For private sector employees, the timing depends entirely on company policy. Some organizations allow leave to be taken:

• Immediately after childbirth
• Split into multiple periods
• Combined with other leave types
• With flexible return-to-work options

Essentially, private sector employees must verify their company’s specific policy to understand when they can utilize paternity leave. Many progressive companies recognize that offering flexibility in timing increases the likelihood that fathers will actually use their available leave.

What happens if leave is not used in time?

The consequences of unused paternity leave are quite straightforward across sectors. If paternity leave is not availed within the specified time limit, it shall be treated as lapsed. This means the benefit cannot be carried forward or compensated in other ways.

For central government employees, if the 15-day leave is not taken within the six-month window following the child’s birth or adoption, the benefit simply expires. Similarly, Kerala state policy specifies that paternity leave not availed within the time limit is considered lapsed.

Private sector policies typically follow the same principle, though some companies may offer more flexible arrangements. The key takeaway for expectant fathers is to plan carefully and understand the timing restrictions that apply to their specific situation.

Ultimately, the use-it-or-lose-it nature of paternity leave underscores the importance of advance planning. New fathers should familiarize themselves with their employer’s policies well before their child’s arrival to ensure they can maximize this valuable bonding time without forfeiting their benefits.

Legal framework and policy landscape

The legal foundations of paternity leave in India rest on a patchwork of rules rather than a unified national law. This fragmented approach creates stark differences in how fathers experience time off after welcoming a new child.

Central Civil Services Rule 551(A)

Established in 1972, the Central Civil Services (Leave) Rule 551(A) stands as the cornerstone of paternity leave for government employees in India. Under this rule, male central government employees with fewer than two surviving children can take 15 days of paternity leave. This leave can be availed either before childbirth or within six months after the arrival of the child.

Importantly, to qualify for this benefit, male employees must have served their employer for at least 80 days during the preceding 12 months before taking leave. This rule specifically separates paternity leave from other types of leave, ensuring it cannot be deducted from the employee’s regular leave account. Additionally, employers cannot legally deny an eligible employee’s paternity leave request if all criteria are properly met.

Paternity Benefit Bill 2017: Status and implications

In 2017, the Paternity Benefit Bill was introduced to address the gap in paternity leave provisions, particularly in the private sector. This progressive legislation proposed:

• Equal maternity and paternity leave benefits across all sectors
• 15 days of paternity leave for all working men, potentially extendable up to three months
• Recognition of fathers’ crucial role in childcare

Unfortunately, the bill has yet to move forward in Parliament. This legislative stagnation effectively maintains the status quo, wherein paternity leave remains standardized only for government employees while private sector workers depend entirely on their employers’ discretion.

No mandate in private sector

Currently, Indian labor laws do not mandate paternity leave for private sector employees. This absence of legal obligation means companies can freely choose whether to include paternity leave in their policies. Hence, while government employees enjoy guaranteed benefits, private sector fathers face uncertainty.

The regulatory void creates significant disparities in how fathers experience this critical life transition. Some progressive companies voluntarily match or exceed government standards, offering between 15 days to five weeks of leave. Others provide minimal or no paternity benefits whatsoever. Fundamentally, without a national mandate, a father’s ability to bond with his newborn often depends entirely on where he works.

Role of company HR policies

Given the lack of legal requirements, company HR policies play a decisive role in determining paternity leave benefits. Many forward-thinking organizations have implemented their own paternity leave frameworks to attract and retain talent.

Some industry leaders have established remarkably generous policies. Zomato offers 26 weeks, Meesho and Razorpay provide 30 weeks, and Pfizer India grants 12 weeks of paternity leave. These companies recognize that supporting fathers benefits not just families but also workplace morale and productivity.

For HR departments creating paternity leave policies, several considerations remain paramount:

• Alignment with existing labor laws and potential future mandates
• Regular policy reviews with legal experts to ensure compliance
• Clear communication of eligibility, duration, and application processes
• Transparent documentation of any relevant restrictions

Through thoughtful policy development, companies can foster an environment where fathers feel supported in their dual roles as professionals and parents, even in the absence of national legislation.

Employer responsibilities and best practices

Employers play a pivotal role in supporting new fathers through their paternity leave journey. First and foremost, creating an inclusive workplace where employees can balance parental duties without career sacrifices requires commitment and clear processes.

Communicating clear policies

Effective policy communication forms the foundation of successful paternity leave implementation. Employers should share policies through company-wide emails, meetings, or employee handbooks that clearly outline eligibility criteria, leave duration, and application procedures. Beyond simply stating the policy, organizations should train managers and HR staff to ensure consistent and fair implementation across the organization.

Many forward-thinking companies now conduct informative sessions or workshops covering:

• Outline of paternity leave provisions
• Eligibility criteria
• Employee rights and obligations under the policy

This education process ensures all employees understand their paternity rights and benefits, fostering a supportive workplace culture.

Supporting leave applications

Streamlining the application process demonstrates genuine support for new fathers. Employers should provide clear guidelines on application prerequisites and required documentation. This uncomplicated process reassures employees that the company truly supports their family needs.

Companies should also establish procedures for temporarily reassigning work responsibilities during an employee’s absence, either by distributing tasks among team members or hiring temporary replacements. Planning coverage before leave begins ensures business continuity without burdening the employee with work concerns.

Ensuring job security

By law, employers must maintain job security for employees on paternity leave. Upon return, the employee’s job and its terms must remain unchanged. Throughout the leave period, employers are legally required to inform employees about:

• Promotion or job opportunities
• Redundancies
• Reorganizations that could affect their position

These protections provide new fathers peace of mind, allowing them to focus on family without career anxiety.

Offering flexible return-to-work options

Thoughtful return-to-work arrangements substantially reduce burnout and turnover among new parents. Flexible work options such as remote work, adjusted schedules, or compressed workweeks help fathers balance childcare responsibilities with professional duties.

Primarily, employers should communicate clearly about the return process and cover arrangements well before leave begins. This planning allows both parties to establish expectations and prepare for a smooth transition back to work.

Ultimately, employers who effectively support paternity leave cultivate stronger employee loyalty and satisfaction while reducing costly turnover. As paternity leave becomes increasingly valued by Indian employees, companies that prioritize family-friendly policies gain a significant edge in attracting and retaining top talent.

Challenges and cultural barriers

Even with growing recognition of paternal leave benefits, numerous barriers prevent fathers from fully utilizing this important right. These challenges stem from both cultural expectations and practical considerations that impact employers and employees alike.

Social stigma around paternity leave

First and foremost, social stigma remains a powerful deterrent. A revealing 52.5% of respondents cited social stigma as the primary reason for men’s unwillingness to take paternity leave. Many fathers face an unspoken expectation that they should take minimal leave—if any at all—with those who prioritize family responsibilities often seen as lacking ambition or commitment.

In traditional Indian society, childcare continues to be viewed predominantly as a woman’s responsibility. A study by Promundo found that over 80% of men in India believed changing nappies, bathing, and feeding children were exclusively women’s tasks. This deep-seated cultural perception creates substantial psychological barriers for fathers considering paternity leave.

Lack of awareness among employees

Beyond cultural resistance, many fathers simply don’t know their rights. Limited awareness about paternity leave policies and benefits prevents many eligible fathers from accessing available resources. In fact, 35.6% of survey respondents identified lack of knowledge about paternity leave as a key reason for not utilizing it.

Even in companies with established policies, complex application procedures or poor communication about entitlements leave fathers confused about how to proceed. As one father noted, “When I took paternity leave, I was shocked at how few other dads knew what they were entitled to”.

Operational and cost concerns for employers

From an organizational perspective, managing workloads during an employee’s absence presents significant challenges, especially for smaller companies with limited resources. For startups and SMEs operating on tight budgets, the financial implications of paid paternity leave can be particularly burdensome.

Resistance to policy change

Yet the most significant barrier remains workplace culture. Many fathers fear career setbacks, with 64.4% citing concerns about losing promotions or performance bonuses. Still another 25.4% worried their jobs could be in jeopardy if they took paternity leave.

In reality, until organizational attitudes shift alongside policy changes, paternity leave will remain underutilized. As Alex Lloyd Hunter aptly summarized: “Having good paternity leave on paper means nothing if fathers face discrimination for using it”.

Conclusion

Paternity leave in India clearly stands at a crossroads. Despite growing recognition of father involvement benefits, the stark disparity between government and private sector policies remains problematic. Government employees enjoy standardized benefits, while private sector fathers depend entirely on their employer’s discretion.

This uneven landscape affects millions of Indian families. Without a uniform national policy, many fathers miss crucial bonding opportunities with their newborns. Nevertheless, progressive companies have started filling this gap by implementing their own generous paternity leave policies, acknowledging that supporting fathers benefits not just families but also workplace productivity.

Social stigma undoubtedly presents another significant hurdle. Many fathers hesitate to take leave due to traditional expectations and workplace cultures that view childcare as primarily a mother’s responsibility. Additionally, lack of awareness about existing policies prevents eligible fathers from accessing available benefits.

Looking ahead, we must recognize that paternity leave isn’t merely a workplace policy but a fundamental step toward gender equality. Fathers who actively participate in early childcare help dismantle traditional gender roles while forming stronger bonds with their children. These early connections lead to children with better emotional security, social connections, and cognitive development.

The path forward requires both policy changes and cultural shifts. Employers can take the lead by creating clear policies, streamlining application processes, and fostering supportive workplace environments. Meanwhile, fathers themselves must overcome cultural barriers and recognize their essential role in early childcare.

Though the Paternity Benefit Bill hasn’t progressed, the growing conversation around paternal involvement signals positive change. As more companies implement progressive policies and more fathers take advantage of available leave, we expect to see gradual normalization of paternity leave across all sectors.

Ultimately, paternity leave represents more than time off work – it acknowledges that parenting is a shared responsibility. When fathers receive adequate support during this critical life transition, entire families benefit. The journey toward comprehensive paternity leave in India continues, but each step forward brings us closer to a future where all fathers can fully participate in those precious early moments of their children’s lives.

Key Takeaways

Understanding paternity leave in India is crucial for new fathers navigating a complex policy landscape with significant variations between sectors and employers.

• Government employees get 15 days paid paternity leave, while private sector fathers depend entirely on employer discretion with no legal mandate.

• Only 18% of Indian companies offer paternity leave policies, creating massive inequality in father support across different employment sectors.

• Early father-child bonding during paternity leave leads to better emotional security, higher IQs, and improved social connections for children.

• Social stigma remains the biggest barrier, with 52.5% of men citing cultural expectations as the primary reason for not taking paternity leave.

• The Paternity Benefit Bill 2017 proposed equal leave for all sectors but remains stalled, leaving private sector fathers without guaranteed rights.

Despite these challenges, progressive companies are leading change by implementing generous policies that recognize fatherhood as an equally important parenting responsibility. The future of paternity leave in India depends on both policy reform and cultural shifts that normalize active father involvement in early childcare.

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