In Australia, where only 17% of men currently take primary carer parental leave, fathers like Marcus are helping rewrite the narrative about what it means to be an equal parent. Marcus, Transgrid’s Technology Project Portfolio Manager, recently took 18 weeks of paid primary carer leave to care for his son, Aodhan — and describes the experience was “the best job I’ve ever had.”
Starting from 1 July 2025, Parental Leave Pay will increase to 120 days — equivalent to 24 weeks based on a 5 day work week. As the Commonwealth Paid Parental Leave (PPL) scheme continues to expand, stories like Marcus’s demonstrate how inclusive workplace policies and evolving cultural norms can make shared parenting the rule rather than the exception.
A day in the life of a primary carer dad
For Marcus, his days were built around his son’s rhythms: from early-morning park walks and baby swim classes to meal prep and bathtime routines.
“It was incredibly rewarding,” Marcus shares. “We had our little routines – breakfast, naps, playgroups, gym with a crèche – but it was also about being there for the unplanned moments, like when Aodhan was teething or unwell. I got to be there for everything.”
These everyday caregiving moments are often what many working fathers miss due to stigma and outdated gender roles.
Breaking the cycle of unequal care
While Australia’s workplace culture is gradually shifting, the imbalance in unpaid care remains a significant barrier to gender equality. According the March 2024 Taking the Pulse of the Nation (TTPN) survey, women—particularly mothers—spend significantly more time each week on unpaid domestic work than men. This disparity contributes to the gender pay gap, which currently sits at 21.8% for the private sector in total remuneration across all industries (WGEA, 2024). Put simply, for every $1 a man earns, a woman earns just 78 cents. Over a year, that adds up to a staggering $28,425.
“My wife took the first eight months after our son was born, and then it was my turn,” says Marcus. “It was important to us that we both had time to bond with our son and support each other.”
Transgrid’s 20-week gender-neutral parental leave policy enabled Marcus to step fully into the role of primary carer. Unlike the government-funded PPL scheme, which currently pays leave at the national minimum wage, Transgrid’s policy provides full salary replacement and superannuation contributions on both paid and unpaid components — addressing the long-term financial disadvantage many women face after taking leave.
Credit: https://www.wgea.gov.au/flexible-work/advancing-gender-equitable-take-up-of-ppl-and-flexible-work
From March 2025, Transgrid will offer even greater flexibility. Under the updated policy, primary carers will be able to request up to 20 weeks of paid leave (or 40 weeks at half pay) in a part-time arrangement, rather than a single block. This change allows parents to better balance their caring responsibilities while staying connected to their work—a win for both families and workplace flexibility.
The impact on partners and families
Marcus credits the experience with deepening his bond with his son and giving his wife the opportunity to re-engage with her career on her own terms.
“It gave my partner space to transition back to work without carrying the mental load of full-time parenting. It also allows me to be more empathetic towards Mothers and all they do (appreciating that I didn’t have the physical impacts of giving birth or breast feeding) – and all other parents who balance life with children. It's made our partnership stronger."
Research supports this. A 2023 Grattan Institute report found that increasing paid parental leave to 26 weeks, shared between parents, would cost the government an estimated $600 million annually but deliver a $900 million boost to GDP, along with a $30,000 increase in mothers’ lifetime earnings. Children also benefit from improved developmental outcomes when fathers are actively involved in early caregiving.
Changing perceptions, one dad at a time
Despite increasing policy support, many men still hesitate to take extended parental leave. A research from the Gidget Foundation in 2023 found that only one in five new fathers felt well supported by their workplace during their partner’s pregnancy, and only one in three after the birth of their child.
For Marcus, the support from Transgrid made all the difference. Since returning to work, he’s become an advocate for parental leave, encouraging other dads to make the most of the opportunity.
His message to other fathers is clear:
“Take the leave—because you’ll never get this time with your child back. It’s not a break from work; it’s stepping into a different kind of full-time job: parenting. Amid the steep learning curve and inevitable frustrations, you’ll find moments of deep joy and pride. It’s the beginning of a stronger bond with your child and partner—one of the most meaningful journeys in life. You won’t regret it.”
Levelling the playing field
Transgrid’s inclusive approach reflects its commitment to family-friendly, future-focused work practices. In FY24, 65% of employee taking primary carer leave were men — a clear signal that change is happening. We recognise that every family is different. Flexibility in the early months and years of parenthood can make all the difference, and we’re committed to helping our people shape their leave in a way that works for them.
As Marcus’ story highlights, culture is just as important as policy. By sharing real-life experiences and modelling new norms, we can help make shared care not just possible, but expected.
Want to learn more about Transgrid’s parental leave policy or how we’re supporting shared care?