What's the Reality of Male Paternity Leave? Benefits and Challenges Heard from Those Who Took It and Their Teams

This series explores the impact of male paternity leave on individuals, families, companies, and society.

Dentsu Inc. Public Account Center's "Family Future Project" conducted a survey in 2021 to explore the impact of male parental leave on individuals, families, companies, and society. We surveyed 1,600 men and women with preschool-aged children (including 500 men with childcare leave experience). Following Part 1, which introduced the benefits of male childcare leave based on these results, and Part 2, which highlighted Finland's advanced initiatives, this installment features a roundtable discussion with an employee who took childcare leave at Dentsu Inc. Public Account Center and members of the bureau.

What was it like taking paternity leave?
What were the challenges and the positives?
How do you balance childcare and work?
What are the benefits for the organization, and what's needed to promote it?

We'll share real voices from the field, including PAC's initiatives like the "Parental Leave Notebook" and "Custom Parental Leave"!
 

【Roundtable Participants】
Kotaro Nakajima
Father of one child (age 1). Took approximately two weeks of childcare leave in 2021.
 

Noriyasu Nakai
Father of two children (6 years old and 7 months old). Currently utilizing PAC's unique "Support for Balancing Childcare and Work" program, called "Custom Childcare Leave," which flexibly combines flexible working hours, time off, paid leave, etc., to enable continuous childcare participation.
 

Tatsuya Ikeda
Father of two children aged 21 and 18. As HRMD (Human Resource Management Director), he promotes flexible working arrangements including maternity/paternity leave and caregiver leave.
 

Yuka Mori
Mother of one child (1 year and 7 months old). Returned to work after maternity and childcare leave. Participating this time as a facilitator.

 

<Table of Contents>

▼How even two weeks of childcare leave changed my family dynamics

▼How to bridge the "information gap" between spouses?

▼Creating the right atmosphere is key to lowering the psychological barriers to childcare leave!

▼There are as many forms of childcare leave as there are families

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How My Relationship with My Family Changed Even After Just Two Weeks of Paternity Leave

Mori: This time, we'd like to have a candid discussion centered around Mr. Nakajima, who took paternity leave, along with other members working in the same department. First, could you, Mr. Ikeda, remind us of PAC's policy regarding paternity leave?

Ikeda: PAC is primarily the department responsible for sales related to projects involving local governments and other administrative bodies. Because we engage with government activities on a daily basis, we actively promote parental leave across the entire bureau. We've established systems and fostered an atmosphere that encourages it, and we're known for proactively taking on new initiatives.

Our goal isn't just to chase higher parental leave uptake rates. We aim to understand each employee's individual needs, enable the sustainable balance of childcare and work, and enhance the happiness of our employees and their families.

Mori: Mr. Nakajima actually took about two weeks of childcare leave. Did you plan to take childcare leave even before your child was born?

Nakajima: Honestly, I hadn't considered it at all. Before the birth, I was in a state of "What even do you do for childcare?" (laughs). It started when people at the station encouraged me to take childcare leave, so I thought I'd give it a try.

Mori: Did you notice any changes after actually taking it?

Nakajima: Well, obviously, I first really felt how tough childcare is. Also, by experiencing each step of raising a child, I think I've become more aware of the little details—things like the child's growth and changes that I hadn't noticed before.

Mori: By the way, how did you spend your time during parental leave?

Nakajima: I handled childcare in the mornings, usually handing over to my wife around nap time. I'd take over again in the evening for bath time, and we took turns putting the child to bed.

Mori: How did your wife react?

Nakajima: She was happy about it. That said, it was only two weeks. She did express a desire for a longer period.

Mori: After your leave ended, did you notice any changes in how you interact with your child or family?

Nakajima: This might be commonplace for dads who regularly do childcare, but I developed the habit of bathing my child even after parental leave ended. Also, taking parental leave increased my involvement in childcare. When discussing things related to our child, I feel I can now have concrete conversations with my wife on the same level.

Mori: On the other hand, Nakai-san is practicing PAC's unique "Custom Parental Leave." What does your specific work style look like?

Nakai: I utilize the flex-time system and annual paid leave in hourly increments. This allows me to dedicate mornings to dropping off my child at daycare and evenings to picking them up, preparing meals, and bathing them—all while focusing solely on household chores and childcare. My clients understand this arrangement, and I block off time on the company schedule to prevent work from interfering.

Mori: I see. Was this work arrangement decided through family discussions?

Nakai: Yes. My wife and I thoroughly discussed our values and our ideal family structure before arriving at this answer. Our main goal was to create a sustainable model that didn't rely solely on taking formal childcare leave.

Mori: At PAC, besides you, Nakai-san, there are other members who set aside childcare time from 5 to 8 PM to match their wives' work schedules. This shows that the time and timing needed for childcare differ for each family, so I feel the organization also needs to be flexible in its approach.

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How to Bridge the "Information Gap" Between Spouses?

Mori: Looking back on your childcare leave, Mr. Nakajima, do you have any regrets about things you wish you had done differently?

Nakajima: I realize now that my own understanding of the parental leave system was lacking. I ended up taking fewer days than I had planned, so I wish I had researched it more beforehand or consulted with HR.

Mori: I think the information gap between men and women regarding childcare leave is one challenge. Women can get various information from their company and community when they apply for maternity and childcare leave. But for men, unless they've decided to take childcare leave from the start, they often only start getting information around the time they submit the birth registration. This tends to create differences in the amount of information and motivation.

Nakai: Compared to women, men also tend to announce the birth of their child to those around them later overall. This inevitably delays the timing when they can receive advice from others.

Mori: At Dentsu Inc., we distribute booklets about taking childcare leave and hold individual briefings for those who request them. Having an environment where you can consult with others as early as possible makes it easier to access that kind of information. By the way, at PAC, we create and distribute a "Childcare Leave Notebook" that visualizes the style of childcare leave employees want, handover checklists, and the actions and feelings of both partners. Mr. Nakajima, how did you find using the Childcare Leave Notebook?

Nakajima: My spouse and I already discussed things frequently, but visualizing our plans revealed new insights and highlighted areas where household chores and childcare were disproportionately distributed. I found it a useful tool even for couples who communicate regularly.

Mori: I see. Visualization seems like an effective way to reaffirm information gaps and differences in motivation.

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Creating an atmosphere that lowers the psychological barriers to taking childcare leave is key!

Mori: With the revised Childcare and Family Care Leave Act set to be implemented in phases starting April 2022, public interest in men taking childcare leave is expected to grow even more. What do you think we need to do to make it easier for men to take childcare leave?

Nakajima: I thought a lot about how taking childcare leave would impact my work. I also worried quite a bit about how to explain it to clients and whether I could hand over my responsibilities smoothly. So, I think what matters more than whether the system makes it easier to take leave is whether the individual feels comfortable taking it. To overcome that psychological barrier, support from colleagues and creating the right workplace environment are crucial, wouldn't you agree?

Ikeda: Exactly, fostering the right organizational atmosphere is crucial. I didn't take paternity leave myself, but since I've always bathed with my kids since they were little, we haven't developed a tense relationship even as they've grown (laughs). It would be great if organizations naturally circulated positive information about childcare, like how actively communicating with children builds good future relationships.

Nakai: I see. Focusing first on the benefits of taking childcare leave for both the individual and the organization is definitely the way to boost motivation.

I also agree that understanding and support from those around you are essential. Personally, I can only take "customized childcare leave" because my clients and team members understand. Once, when a meeting was scheduled during my blocked time, a junior team member told me, "Nakai-san, you need to firmly decline. If you can adjust your schedule, others in similar positions or those planning to have children will feel pressured to do the same." That moment made me realize how much support I have from everyone in the division.

On the other hand, as work styles and family structures diversify so much, I feel parental leave itself could also become much more diverse. While we actively support childcare through work hour adjustments and paid leave usage, and recognize this as equivalent to parental leave under the name "custom parental leave" while providing "support for both childcare and work," this is a unique initiative of our bureau. I hope more flexible and diverse forms of parental leave will be discussed further.

Ikeda: There's also the term "taking parental leave just for the sake of taking it," but parental leave is ultimately a means to an end; it shouldn't become the goal itself. If parental leave is a means to make employees and their families happy, then the optimal form will differ for each family. By having the individual, their family, and the organization think through and practice this, I believe we can forge new paths. This isn't limited to employees raising children. Naturally, the same applies to "caregiving" as well.

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There are as many forms of childcare leave as there are families.

Mori: Do you have any advice for men considering taking childcare leave or organizations looking to promote it?

Nakajima: Just like I was, no matter how much the company says "We want you to take it," it doesn't really click. I think it would be great if they could also share the benefits of taking parental leave and positive feedback from men who have taken it. Also, for those considering taking it, I recommend not taking it halfway. Partly because my leave period was short, some aspects of my work handover ended up being incomplete. If possible, I think it's better to adjust your plans assuming you'll be completely off work, rather than thinking "I'll handle it if something comes up."

Nakai: I think it's more important to communicate the benefits of being involved in childcare itself, rather than just the parental leave policy. Also, since the system exists for us as employees and parents, I think it's good to first have an ideal vision of your family and then consider what systems you can use to achieve that.

Ikeda: That's right. Just as the Nakai and Nakajima families have different needs, discussing what kind of childcare leave each household requires should be the fundamental starting point.

Mori: Mr. Ikeda, you're in a position to promote childcare leave within the organization. Where do you see the benefits for companies when employees take childcare leave?

Ikeda: I don't believe employees burdened with family problems or worries can perform at their best for the company. So, the very fact that employees can build good relationships with their families is a major benefit in itself.

Nakajima: From the perspective of an employee who took parental leave, it undoubtedly becomes an opportunity to truly appreciate the company and feel a renewed sense of attachment.

Ikeda: How companies approach parental leave is also starting to significantly influence students' job-seeking motivations. Especially among younger generations, many highly value work styles and labor environments, so promoting parental leave is an essential initiative for securing talent.

Mori: Hearing everyone's perspectives, I realized that first, families need to discuss what the best approach to childcare is for them. Then, it's crucial for organizations to create an environment that can flexibly accommodate that approach.

*PAC's initiatives differ from the legally mandated concepts of childcare leave and nursing care leave. These are unique measures implemented by the bureau.
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