Paternity leave in India: How Indian Companies Are Supporting New Fathers

What is Paternity Leave? 

Paternity leave is a period of paid or unpaid time off work granted to a father soon after the birth or adoption of a child. The purpose is to allow fathers to support their partners, bond with the newborn, and adjust to family life.

Is Paternity Leave Mandatory in India?

While Indian labor laws offer 26 weeks of maternity leave, paternity leave remains largely unregulated. While the Central Government offers 15 days to its employees, there is no universal law that applies to the private sector. While India doesn’t mandate paternity leave in the private sector, companies can set internal policies that show progress and inclusivity.

Minimum Qualifying Period: Varies across organizations. Some companies require a minimum tenure (e.g. 6 months) before the benefit can be availed.

‍

‍

‍

The Rise of Equal Parenting: Why Paternity Leave Matters More Than Ever

Fathers today want to do more than just earn money for the family, they want to be part of their child’s everyday life. From changing diapers to going to doctor visits, dads are taking on more parenting responsibilities.

But without support from their workplace, it can be hard for fathers to balance work and family. That’s why paternity leave is so important. It doesn’t just help dads, it makes a big difference for everyone:

• It supports gender equality – When men also take leave, it shows that parenting is a shared job, not just for women.
  
  
• It helps new mothers – Dads being home means moms can rest, recover, and return to work more easily.
  
  
• It’s good for kids – Research shows that , when fathers are involved early, children grow up healthier and more confident.

In short, paternity leave is no longer a “nice-to-have”, it’s essential for building balanced, inclusive and future-ready workplaces.

As Srivasanthan, an HR professional, notes in his article on paternity leave in India:

"Companies offering paternity leave enjoy higher employee satisfaction and loyalty."

Paternity Leave Policies in Indian Startups: Who’s Leading the Way?

Companies Leading the Charge:

Several companies in India are stepping up to offer inclusive, gender-neutral parental leave policies:

• Meesho introduced a 30-week gender-neutral parental leave policy, setting a strong example for equal parenting.
  
  
• Swiggy rolled out a gender-neutral childcare and parenthood policy offering 26 weeks of paid leave for the primary caregiver. The policy supports adoptive parents and is inclusive of LGBTQIA+ employees.
  
  
• Cure.fit announced a gender-neutral parental leave policy. It provides 6 months of paid leave to all new parents, regardless of gender or how the child joins the family (adoption, surrogacy, or biological birth). Flexible working options are also available post-leave.
  
  
• Zomato was among the early adopters of equal parenting policies. It introduced a 26-week paid parental leave for all parents, biological, adoptive, or through surrogacy, regardless of gender, helping normalize fatherhood in the workplace.
  
  
• Diageo India implemented a gender-neutral parental leave policy, providing up to 26 weeks of fully paid leave for all new parents, including adoptive and surrogate cases. 

These policies don’t just benefit fathers, they normalize caregiving and create a more inclusive workplace culture.

What 15 Days of Leave Can’t Fix: The Real Needs of New Fathers at Work

Offering 10 to 15 days of paternity leave is becoming more common, but forward-thinking organizations know that time off alone isn’t enough. Fathers need ongoing support to truly balance work and family life.

A 10-day break may help a father get through the first round of sleepless nights, but it does little to support emotional transition, family adjustment, or caregiving responsibilities. Some of the challenges new fathers face include:

• Many new fathers feel unprepared and unsupported.
• Returning to a demanding job with no flexibility makes adjustment harder.
• Fathers don’t often have workplace spaces to share their parenting experiences.
• Postpartum anxiety and depression aren't exclusive to mothers.
• Lack of flexibility when managing newborn care or doctor visits

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

How Companies Can Build True Support for New Fathers

Giving a few days off isn’t enough anymore. To really support new dads, companies need to build a culture that understands and helps them at every step of their parenting journey. Here’s what dads actually need:

1. Flexible Work Arrangements

Let new fathers work from home or choose flexible hours, especially during the early months. It helps them manage sleepless nights, doctor visits, and bond with the baby without worrying about work pressure.

2. Employee Assistance Programs (EAPs)

Becoming a parent can feel overwhelming. Offering mental health resources like therapy, counseling, or parenting coaches through an Employee Assistance Program (EAP) can help new dads handle stress and stay emotionally balanced.

3. Manager Sensitization

Managers and HR teams should be trained to understand what new fathers go through. Simple things like being understanding about leave requests or workload can make dads feel seen and supported at work.

4. Parental Buddy Systems

Connect expecting or new fathers with peers who have gone through similar journeys. Shared stories can provide emotional support and practical guidance. 

5. Partnering with platforms 

Partner with parenting experts, child psychologists, or platforms that run webinars or workshops. Topics can include baby care basics, emotional wellbeing, co-parenting tips, or even sleep routines.

Final Thoughts: Supporting Fathers is Supporting Families

Nowadays, just giving paternity leave isn’t enough. The best companies know that helping new dads means building stronger families, happier teams, and a more supportive workplace.

Whether it’s flexible work hours, mental health help, or inclusive leave policies, every small step counts. This is a chance for Indian companies to show real care and lead with empathy. When dads feel supported at work, everyone benefits at home and in the office.

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.

Need help designing a paternity-friendly policy or improving your parental benefits strategy? Download our Paternity Leave Policy – Your Guide to Paternity Leave Policy in India

Let’s talk. We’ll help you support every parent, not just with leave, but with lasting impact.

‍