Father’s Day is a moment to pause and ask if we are truly supporting today’s fathers in the workplace. This has become increasingly important because the role of a dad has changed, and it’s time workplace policies and culture evolved with it.
Gone are the days when being a father simply meant bringing home the paycheck. Today’s dads want to be present in the delivery room, help with midnight feedings, attend school functions, and form deep emotional bonds with their children from the very beginning. But in many workplaces across Africa, these aspirations are quietly stifled by outdated policies, societal norms, and an unspoken pressure to “man up” and keep working.
In some African countries, paternity leave barely exists. In others, it’s written into policy but rarely taken. Even when available, many fathers still hesitate. They worry that asking for time off will make them seem less committed, less ambitious, or even replaceable. Many fear the judgment of peers, supervisors, or worse, themselves. Others don’t even know they’re entitled to take leave at all.
This silence costs more than we realize. When dads aren’t supported to show up at home, mothers bear the brunt of childcare alone. It reinforces gender imbalances both at work and at home, and deprives children of the full presence of both parents in their crucial early days.
If we truly want inclusive workplaces, where employees can bring their whole selves to work, we must destigmatize paternity leave in Africa. And HR holds the key.
That change begins at the top. When senior leaders, especially male leaders, openly take paternity leave and speak about it without shame or apology, it creates a ripple effect. It gives other men more reason to do the same.
But policy must also back up this progress. A token two-day paternity leave isn’t enough. We must offer leave that reflects the real needs of modern families, and actively encourage its use.
Communication matters, too. Paternity leave should be part of onboarding conversations, team meetings, and internal campaigns. Managers must also be equipped with the sensitivity and skills to support new fathers on their teams.
And then there’s the culture we build. Celebrating fatherhood shouldn’t be a once-a-year affair. We need to tell stories of fatherhood in our offices, and create spaces where fatherhood is valued, not minimized.
As a company helping organizations build better work experiences across Africa, we understand that the future of work is human. Supporting working fathers isn’t just a “nice to have,” it’s critical for employee wellbeing, increasing workforce productivity, retention, and building an inclusive culture.
We envision a world where paternity leave is just as normal as maternity leave. One where dads don’t have to choose between being present at work and present at home.
So this Father’s Day, let’s create workplaces that truly support the men who want to show up fully for their families.
Happy Father’s Day to all the incredible dads at SeamlessHR and beyond. Your presence matters. And we see you.
