Ten days. This is the time that Italy grants fathers as mandatory parental leave: for many, it is no longer enough. A new wave of fathers is raising their voices, asking to be more present in their children's lives. Yolo, remember?
It's not just about work-life balance, but about a redefinition of fatherhood itself. While Europe moves towards fairer leave, Italy still finds itself stuck. Indeed, at a crossroads. How will companies respond to this growing demand for paternal presence? And how will the face of the workforce change in the face of this new priority?
Parental leave in the lives of new fathers
To better understand this emerging trend, we spoke to Lorenzo, a Project Manager in the automotive industry.
Becoming a parent has completely changed my priorities. I've always had big career ambitions, but now I want to be home to watch my kids grow up. These first years will never return.
Lorenzo's voice trembles slightly as he speaks, revealing the emotion behind his words. It is clear that this is not just a question of corporate policies, but of deep family ties.
Matteo, an employee of a perfumery, offers a similar perspective:
Time is the real luxury today. I need to offer quality time to my family, my son, my relationship as a couple... and yes, even at work. Without flexibility, this balance simply cannot exist.
Leave in Europe: a comparison
But how are companies reacting to these new requests? Reverse, an international headhunting company that offers personnel search and selection services for companies, has just conducted a qualitative survey (found here) to bring out this new need. Gioia Busi, Delivery Manager of Reverse, gives us a look at how it works in Germany.
Here, candidates are accustomed to clearly expressing their wishes regarding fatherhood. Recently, a candidate sent me a detailed email with all of his requests for specific times to be with his newborn son. And you know what? The company welcomed everything with great openness.
The contrast with Italy is evident. Manu Cano Munoz, Country Leader of Reverse in Spain, adds:
In Spain, offering flexibility and smart working is now essential if you want to attract a father candidate.
And in France? Arlene Lalanne, Senior HR Project Manager at Reverse, tells us:
I followed a candidate who wanted to change jobs to obtain more suitable hours for his life as a parent. The company that hired him won him over by guaranteeing him the greatest possible flexibility.
And in Italy? Parental leave is a gap that needs to be filled
These stories paint a picture of an ongoing cultural shift. And Italy seems to be a step behind. With alone 10 days of compulsory leave for fathers compared to 5 months for mothers, the gap is evident.
In Spain, both parents are entitled to 16 weeks paid at 100%. In Germany, furlough can come up to 14 months to be divided between the parents. France offers 28 days to fathers.
The future of parental leave: a challenge for companies
Alessandro Raguseo, CEO and Co-Founder of Reverse, reflects on this situation:
Too often, the relationship between company and candidate fails due to a lack of mutual understanding. Apparently secondary aspects, such as the desire for flexibility to be more present in the family, can make the difference.
The face of fatherhood is changing, and with it, workplace expectations. Italian companies are faced with a choice: adapt to this new reality or risk losing valuable talent.
The challenge is launched. It remains to be seen how we will respond to this need. Millennial fathers are no longer asking for permission to be present. They are demanding it.
