Talking Talent’s survey found that both mothers and fathers not only struggle with deciding how much time to have off, but also find parenthood difficult due to workplace demands.

While the idea of taking paternity leave to look after a child is encouraged, some people are cautious because of professional pressures. After having returned to work, over two thirds (68 percent) feel these pressures now negatively impact their ability to be the parent they’d like to be, whilst three-in-five (57 percent) feel guilty that they don’t spend enough time with their children.

Human resources departments have a key role to play in employees coming back to work. Yet with only around half of Asia Pacific parents (55 percent) saying their HR department or line manager was effective in helping with a smooth transition going into, and returning from, paternity leave, there’s still a long way to go.

Fathers, in particular, feel conflicted about they prioritise their time, as they are expected to be the breadwinners but also want to be involved with their newborn’s upbringing. But sometimes, even pointing an employee in the right direction for support can be hugely beneficial. More than half (51 percent) of the men surveyed said they would have valued receiving specialist coaching on managing the transition to becoming a working parent from someone outside their organisation.

“Our findings show that men are now facing a paternity paradox of wanting successful careers and being devoted fathers. They are experiencing the same difficulties that women have encountered for generations when it comes to balancing work and children.

Going back to work after paternity leave shouldn’t – and doesn’t have to – make a new father feel like an outsider, or left behind. By offering effective parent coaching services, human resources departments can ensure both employees and the company are able to manage the transition back into the workplace smoothly,” comments Rachael Jay, Managing Director Asia, Talking Talent.

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