Supporting New Dads in the Workplace: A Strategic Opportunity for Employers
Over the past decade, organisations have made enormous strides in employee wellbeing, diversity, and inclusion. Yet one group remains under-recognised: fathers navigating the transition to parenthood while balancing demanding careers.
At Dads Group, we’ve seen firsthand that supporting fathers is not just a social initiative — it’s a strategic business decision. When dads are supported, families thrive, and workplaces see measurable gains in engagement, productivity, and culture.
The momentum is building. Our annual “Man With a Pram” events — now held nationwide — bring together thousands of fathers, families, and employers to celebrate the importance of fatherhood. The scale of participation sends a powerful message: workplaces that embrace this movement will lead the way in shaping healthier, more inclusive futures.
The Research is Clear
Evidence from leading institutions confirms what we see on the ground:
The Australian Institute of Family Studies (AIFS) has shown that fathers’ work-life balance directly affects children’s mental health. When dads are overstretched, families suffer. When dads are supported, children — and workplaces — thrive.
The La Trobe University “Fathers at Work” study found that many fathers feel caught between career pressures and family responsibilities, with workplace cultures often discouraging them from taking leave or working flexibly. This conflict creates disengagement and stress.
“The data leaves little doubt: fatherhood is not just a private milestone — it is a workplace issue with real cultural and financial consequences.”
The Business Case for Supporting Fathers
Our partnerships with organisations such as Bupa and multiple government agencies consistently demonstrate clear business benefits:
Higher engagement & retention – supported fathers are more committed to their employers.
Reduced absenteeism and presenteeism – wellbeing support decreases days lost to stress and mental health challenges.
Stronger workplace culture – inclusive policies build belonging, trust, and pride.
Enhanced DEI outcomes – when fathers are supported, caregiving is more balanced, creating space for greater gender equity at work.
“In today’s competitive market, these outcomes aren’t just “nice-to-have” — they are essential drivers of organisational resilience and employer brand.”
A Proven Model of Care
For more than 10 years, Dads Group has pioneered workplace programs that empower fathers to connect, learn, and thrive. Our model combines peer support, education, and structured resources that are both evidence-based and scalable for large organisations. We are proud to be endorsed by leaders such as Anne Hollonds, Australia’s National Children’s Commissioner, and to be part of a growing network of corporate and community partners committed to creating healthier workplaces.
The Opportunity for Leaders
The last 12 months have seen unprecedented corporate and government interest in fatherhood programs. The organisations that act now have the chance to lead, positioning themselves as innovators in wellbeing, diversity, and culture. “Supporting fathers is one of the most underutilised levers for boosting workforce wellbeing and engagement. It is cost-effective, evidence-backed, and aligned with broader social and policy trends.”
By embracing this shift, leaders can:
Strengthen culture and productivity
Attract and retain top talent
Demonstrate authentic DEI leadership
Future-proof their organisations against rising wellbeing challenges
At Dads Group, we believe every father deserves to feel supported, connected, and valued as they step into parenthood. And we believe every workplace has the power — and responsibility — to make that happen.Let’s start the conversation. How could your organisation integrate support for fathers into its wellbeing strategy?
Tom Docking
CEO, Dads Group
