Paternity leave experiences of NHS doctors

Hannah, Gordon; Szram, Joanna

doi:10.7861/clinmedicine.13-5-426

Cited by 5 publications

(19 citation statements)

References 8 publications

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“…4 30 32 33 35 36 38 39 43 45 46 49 The aspects of work design ranged broadly, although workload and staffing management issues were the most prominent in seven studies. 32 33 36 38 43 46 49 This was related closely to working hours, shift patterns and unpredictable work demands found in three studies. 38 46 49 Returners’ needs to familiarise with new work design on return was found in four studies.…”

Section: Resultssupporting

confidence: 63%

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Returning to clinical work and doctors’ personal, social and organisational needs: a systematic review

et al. 2022

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ObjectiveThis systematic review aims to synthesise existing evidence on doctors’ personal, social and organisational needs when returning to clinical work after an absence.DesignSystematic review using Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines.Data sourcesAMED, BNI, CINAHL, EMBASE, EMCARE, HMIC, Medline, PsycINFO and PubMed were searched up to 4 June 2020. Non-database searches included references and citations of identified articles and pages 1–10 of Google and Google Scholar.Eligibility criteriaIncluded studies presented quantitative or qualitative data collected from doctors returning to work, with findings relating to personal, social or organisational needs.Data extraction and synthesisData were extracted using a piloted template. Risk of bias assessment used the Medical Education Research Study Quality Instrument or Critical Appraisal Skills Programme Qualitative Checklist. Data were not suitable for meta-analyses and underwent narrative synthesis due to varied study designs and mixed methods.ResultsTwenty-four included studies (14 quantitative, 10 qualitative) presented data from 92 692 doctors in the UK (n=13), US (n=4), Norway (n=3), Japan (n=2), Spain (n=1), Canada (n=1). All studies identified personal needs, categorised as work–life balance, emotional regulation, self-perception and identity, and engagement with return process. Seventeen studies highlighted social needs relating to professional culture, personal and professional relationships, and illness stigma. Organisational needs found in 22 studies were flexibility and job control, work design, Occupational Health services and organisational culture. Emerging resources and recommendations were highlighted. Variable quality and high risk of biases in data collection and analysis suggest cautious interpretation.ConclusionsThis review posits a foundational framework of returning doctors’ needs, requiring further developed through methodologically robust studies that assess the impact of length and reason for absence, before developing and evaluating tailored interventions. Organisations, training programmes and professional bodies should refine support for returning doctors based on evidence.

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Section: Resultssupporting

confidence: 63%

“…Twenty studies had risk of selection bias, including self-selecting samples and non-blinded recruitment 4 12 29–46. Fourteen studies had risk of recall bias, due to reliance on self-report retrospective data collection 4 12 30–32 37–43 45 46.…”

Section: Resultsmentioning

confidence: 99%

Returning to clinical work and doctors’ personal, social and organisational needs: a systematic review

et al. 2022

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“…For example, in Sweden 85% of fathers take parental leave. 22 Even for physicians, it is more common for men in other countries to take paternity leave. In England, 50–96% of male physicians take paternity leave.…”

Section: Discussionmentioning

confidence: 99%

Congratulations, You’re Pregnant! Now About Your Shifts . . . : The State of Maternity Leave Attitudes and Culture in EM

MacVane

Fix

Strout

et al. 2017

WestJEM

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IntroductionIncreasing attention has been focused on parental leave, but little is known about early leave and parental experiences for male and female attending physicians. Our goal was to describe and quantify the parental leave experiences of a nationally representative sample of emergency physicians (EP).MethodsWe conducted a web-based survey, distributed via emergency medicine professional organizations, discussion boards, and listservs, to address study objectives.ResultsWe analyzed data from 464 respondents; 56% were women. Most experienced childbirth while employed as an EP. Fifty-three percent of women and 60% of men reported working in a setting with a formal maternity leave policy; however, 36% of women and 18% of men reported dissatisfaction with these policies. Most reported that other group members cover maternity-related shift vacancies; a minority reported that pregnant partners work extra shifts prior to leave. Leave duration and compensation varied widely, ranging from no compensated leave (18%) to 12 or more weeks at 100% salary (7%). Supportive attitudes were reported during pregnancy (53%) and, to a lesser degree (43%), during leave. Policy improvement suggestions included the development of clear, formal policies; improving leave duration and compensation; adding paternity and adoption leave; providing support for physicians working extra to cover colleagues’ leave; and addressing breastfeeding issues.ConclusionIn this national sample of EPs, maternity leave policies varied widely. The duration and compensation during leave also had significant variation. Participants suggested formalizing policies, increasing leave duration and compensation, adding paternity leave, and changing the coverage for vacancies to relieve burden on physician colleagues.

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“…Formally they must meet the eligibility criteria as outlined above. A survey of UK doctors found that while a majority took paternity leave, only 3 % reported taking APL (Gordon and Szram 2013 ). Similarly national evidence shows that by the end of the decade over 90 % of fathers take some time off work after childbirth (Chanfreau et al 2011 ).…”

Section: What Is Known About British Fathersmentioning

confidence: 99%

“…In a UK qualitative study of fathers' experience of working fl exibly, Gatrell et al ( 2014 ) show how British fathers can feel marginalized from the possibilities of fl exible work if line managers focus only on their economic provider roles. Similarly UK doctors who did not take up APL reported concerns about impact on career progression and workplace reasons but the fathers also mentioned impracticalities of the law, and poor awareness (Gordon and Szram 2013 ).…”

Section: What Is Known About British Fathersmentioning

confidence: 99%

Comparative Perspectives on Work-Life Balance and Gender Equality

O’Brien¹,

Wall²

2017

Life Course Research and Social Policies

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Work family conflict is a challenging dilemma for working employees as well as the employers. Therefore, employers are gradually appreciating the importance of integrating work life initiatives as a means of attaining commitment, job satisfaction and employee performance. This study examined the separate and combined effects of work life initiatives (flexible work arrangements, HR financial incentives, HR work family support services and targets to be achieved) leader ship and employee behavior as predictors of employee performance in private banking sector. The specific objectives were; to study whether there is significant gap among the male and female respondents, to suggest some measures to improve work life balance in private banks,to perfectly analyze the practices of human relations and their existence level.

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Paternity leave experiences of NHS doctors

Cited by 5 publications

References 8 publications

Returning to clinical work and doctors’ personal, social and organisational needs: a systematic review

Returning to clinical work and doctors’ personal, social and organisational needs: a systematic review

Congratulations, You’re Pregnant! Now About Your Shifts . . . : The State of Maternity Leave Attitudes and Culture in EM

Comparative Perspectives on Work-Life Balance and Gender Equality

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