Paternity leave in India: A father’s right, not a perk

When Virat Kohli stepped away from the India–Australia Test series in 2020 making a bold decision to be with his wife Anushka Sharma for the birth of their first child, the country had mixed reactions. While many applauded his decision to prioritize family. Criticism was also not far away, questioning how the captain of the Indian cricket team could put fatherhood before duty.

That moment did more than make headlines, it ignited a crucial conversation about the importance and awareness of paternity leave in India. If one of the world’s most celebrated athletes could face scrutiny for wanting to be present as a father, imagine the hesitation of an everyday working professional asking for the same. In India’s private sector, where maternity leave has slowly gained recognition, paternity leave is still treated as optional, even indulgent. Yet, for new fathers, paternity leave is not just time away from work, it represents the opportunity to bond with their child, support their partner, and take an active role in parenting.

What is paternity leave & why it matters?

Paternity leave is the time off granted to working fathers to care for their newborns and support their partners during the early days of parenthood. While maternity leave often receives more attention, paternity leave recognizes that parenting is a shared responsibility and that fathers play a crucial role in the early development of a child.

With no standardised legal framework like maternity leave, paternity leave regulations in India are currently developing. However, realising its value in promoting work-life balance and gender equality, many forward-thinking businesses have begun to include it in their benefits packages. Understanding paternity leave is crucial for multinational businesses overseeing teams in India in order to create a welcoming and inclusive workplace.

In the workplace, offering paternity leave signals that an organization values employee well-being, equality, and family-friendly policies, making it more than just a perk, it’s a necessity for modern work culture.

Some more benefits of paternity leave: 

From the Employee’s Perspective

1. Bonding with the Child : Fathers are given time to spend with their newborn, attend milestones, and make memories that will last a lifetime.
2. Supporting the Partner : Reduces stress at home, shares tasks, and aids in the mother's physical and emotional recovery.
3. Improved Mental Health : Early involvement in childcare can reduce anxiety, stress, and even postnatal depression risks for both parents.
4. Work-Life Balance : Allows dads to handle their work and personal obligations without feeling overburdened or guilty.
5. Sense of Value and Inclusion : Long-term engagement and loyalty are fostered when workers feel valued and supported by the company.

From the Employer’s Perspective

1. Talent Retention : Companies that offer paternity leave demonstrate care for employees’ personal lives, reducing attrition rates.
2. Enhanced Employer Brand  : Being progressive and family-friendly helps attract top talent and positions the company as an inclusive workplace.
3. Increased Productivity : Employees returning from paternity leave are more focused, motivated, and engaged.
4. Promotes Gender Equality : Encouraging fathers to take leave supports an equitable workplace and reduces gender bias in caregiving responsibilities.
5. Better Workplace Morale : Policies that recognize family responsibilities contribute to a positive culture, benefiting all employees.

Paternity leave laws in India

In India, paternity leave policies differ significantly between the public and private sectors. 

Public sector (Government employees):

In case of Central government employees, under  the Central Civil Services (Leave) Rule 551 (A), 1972, male employees with fewer than two surviving children are entitled to 15 days of paternity leave. This leave can be taken before or within six months of the birth or adoption of a child. 

However, in the case of state government employees, the rules vary by state. For example, Tamil Nadu follows a policy like the central government, while Kerala offers 10 days of paternity leave within three months of childbirth.

Private sector:

Paternity leave is not uniformly mandated in the private sector. Many organisations still treat paid leave as optional, which makes fathers hesitant to take time off, even though some forward-thinking businesses offer paid leave that lasts anything from a few days to several weeks. Examples include: 

• Infosys up to 12 weeks
• TCS 15 days 
• Adobe India 6–8 weeks

All encouraging fathers to bond with their newborns. However, this discrepancy frequently causes hesitancy since many workers worry about stigma at work or career consequences.

How to Implement Paternity Leave: Step-By-Step Guide for Startups

What are the challenges of paternity leave in India?

While paternity leave offers significant benefits for families and workplaces, both employees and employers face real challenges in its adoption. Cultural norms, workplace perceptions, and inconsistent policies often make it difficult for fathers to take leave and for organizations to implement it effectively.

For employees

• Workplace stigma and fear of being perceived as less dedicated.
• Concerns about career progression and job advancement.
• Lack of clarity in private organizations regarding eligibility, duration, and pay.
• Financial worries, especially when leave is unpaid.
• Societal assumptions that caregiving is primarily a mother’s responsibility.

For employers

• Difficulty in raising awareness and effectively implementing leave policies.
• Balancing employee leave with operational needs, particularly in small teams.
• Unclear guidelines on paid leave and flexibility, causing inconsistent usage.
• Cultural hesitation to promote paternity leave within the organization.
• Concerns about productivity or workflow disruptions when employees take leave.

What is the future of paternity leave in India?

Paternity leave is a step towards achieving workplace equality and shattering patriarchal conventions; it's more than just time off. The antiquated belief that caring is exclusively the job of mothers is challenged by organizations that encourage males to actively participate in childcare. In addition to helping families, progressive paternity leave laws promote gender parity at work and at home, enabling men and women to prosper on an equal basis.

As more companies adopt inclusive leave policies, paternity leave can become a norm rather than an exception, signaling that workplaces value fairness, shared responsibility, and holistic employee well-being.

At Pazcare, we help companies go beyond benefits to build cultures of care.

From wellness support and mental health to flexible benefits and insurance, we partner with you to design people-first policies.

Download the complete paternity leave policy template.