King's College London

Researchers, employers, policymakers and fathers came together for the launch of the Global Institute for Women's Leadership's latest report, When Dad Works from Home: What Fathers' Flexibility Means for Families, Workplaces and Gender Equality, to explore how flexible working, especially remote working, is reshaping fatherhood and what it means for families, workplaces and gender equality.

Opening the event, Professor Heejung Chung highlighted that debates around flexibility have often focused on mothers. However, the report shows that when fathers have genuine access to remote working, the benefits extend far beyond individual families, supporting mothers' careers, improving children's outcomes and helping employers attract and retain talent. As organisations continue to introduce return-to-office policies, the report asks what could be lost if fathers no longer have the flexibility to take a more active role in family life.

Presenting the report, Shiyu Yuan, Research Associate at the Global Institute for Women's Leadership, shared evidence showing that fathers increasingly value working from home, yet many still cannot access the flexibility they want. Nearly one in five full-time employed fathers (17%) said they would leave their job if required to return to the office five days a week, while around half would look for another role offering remote working. The research also found that fathers working from home are more involved in childcare, mothers experience better career progression, and children benefit from greater father involvement, including more egalitarian gender role attitudes.

A recurring theme throughout the discussion was that flexibility alone is not enough. Panellists agreed that workplace culture must also change so fathers feel able to use flexible working without worrying about damaging their careers.

Fatherhood campaigner and founder of Parenting Out Loud Elliott Rae argued that policies only work when organisations create cultures where fathers feel comfortable using them. He emphasised the importance of senior leaders openly talking about caring responsibilities and modelling flexible working.

Parenting coach and writer Alex Trippier reflected on the value of fathers taking responsibility for childcare, describing parenting as an experience that builds resilience, emotional intelligence and leadership skills that benefit both families and workplaces.

Drawing on his experience as a senior design leader, Dr Philip Bonhard discussed how managers can create environments where flexible working is seen as normal rather than exceptional. He encouraged leaders to be open about their own caring responsibilities and judge staff by outcomes rather than visibility.

Sarah Russell MP highlighted the role both government and employers have in creating family-friendly workplaces, arguing that organisations perform better when they support employees to balance work and caring responsibilities.

During the event, attendees also explored an interactive prototype game developed by Shiyu Yuan, which placed participants in the role of a working father balancing competing work and family demands. The exercise demonstrated the difficult trade-offs many parents face and prompted discussion about how stronger parental leave, supportive management and genuinely flexible working can help reduce those pressures.

The discussion concluded with a shared message that supporting fathers to care is not simply a family issue, but a workplace and societal one. As Professor Heejung Chung concluded, "Fathers are carers and are integral to family life. It's high time that we see them as such."

Read the full report, When Dad Works from Home: What Fathers' Flexibility Means for Families, Workplaces and Gender Equality, to learn more about the research findings and recommendations.

Watch the full event recording