Today, we’re thrilled to sit down with Ling-Yi Tsai, a renowned HRTech expert with decades of experience helping organizations transform through technology. With a deep focus on HR analytics and talent management, Ling-Yi offers unique insights into workplace policies like paternity leave and the evolving role of gender equality. In this conversation, we’ll explore the impact of state-mandated paid family leave laws on men’s participation in paternity leave, the persistent gender gaps in leave usage, and the broader implications for businesses and society. Let’s dive into how these policies are reshaping family dynamics and workplace culture.
How have state-mandated paid family leave laws influenced the rate at which men are taking paternity leave, based on recent findings?
The impact of state-mandated paid family leave laws has been significant, especially when you look at the 2025 report by Paid Leave for All. In states with these laws, we’re seeing men filing claims for bonding with a new child at rates that are nearly equal to, or in some cases surpassing, women. This is a huge shift from the past, where paternity leave was often seen as less common or even unnecessary for men. These laws, in place in nine states plus the District of Columbia, have created a framework that normalizes and encourages dads to take time off to care for their newborns, which is a critical step toward gender equity in parenting responsibilities.
Can you share some specific examples of states where men are taking paternity leave at notably high rates, and what the numbers look like?
Absolutely. In Washington, for instance, 55.3% of approved newborn bonding leave claims in 2024 were filed by men, compared to 44.7% by women. That’s a striking statistic. Colorado also stands out with an even split between men and women. Other states like Rhode Island, California, and Connecticut show men making up around 44-45% of claims, while Massachusetts and New York are close behind at 41%. These numbers reflect a growing trend where paternity leave is becoming a norm rather than an exception in states with supportive policies.
What’s behind the dramatic increase in paternity leave claims in places like California, where there’s been a 384% jump since the program started?
California’s 384% increase in men’s paternity leave claims is really telling of both policy impact and cultural change. Since the state’s paid leave program began, there’s been a concerted effort to raise awareness and make the process accessible. But beyond policy, I think we’re seeing a shift in societal expectations—more men are recognizing the value of bonding with their children early on, and workplaces are slowly becoming more supportive of this. Compared to the overall increase in claims from all parents, this surge among men is driving much of the growth, signaling that targeted outreach and changing norms are key factors.
Despite these positive trends, gender gaps in paid family leave usage persist. What are some of the main differences in how men and women approach taking this leave?
Even with more men taking leave, the gender disparities are still evident. Studies, including a 2025 report from McKinsey & Co. and Moms First, show that while men might be eligible for leave at higher rates due to labor force participation, they’re about 50% less likely to actually use it compared to women. Men often take shorter periods of leave or skip it altogether, frequently citing reasons like assuming their partner will take the primary caregiving role. There’s also a notable lack of awareness—60% of eligible parents, especially men, don’t even know these programs exist. This gap in usage points to deeper cultural and systemic barriers that we still need to address.
Why do you think so many men are leaving millions of weeks of paid leave unused, and what are the broader consequences of this trend?
The unused leave—nearly 4 million weeks across just a few states like California, New Jersey, and New York—is a complex issue. A big factor is the stigma or workplace pressure men feel about taking extended time off; many worry it could signal a lack of commitment to their careers. Financially, the partial wage replacement—typically 60-85% in state programs—can also be a deterrent, especially if they’re the primary breadwinner. The consequences are huge, not just for individual families but economically. In New York alone, men are leaving about $1.6 billion in benefits on the table each year. That’s money that could support families and reduce stress, but instead, it’s reinforcing traditional gender roles.
How does paternity leave benefit businesses, beyond just supporting individual families?
Paternity leave isn’t just a family issue; it’s a business issue with clear advantages. Research, including a 2021 study by McKinsey & Co., shows that fathers who take leave come back to work more engaged and productive. They’re also more likely to stay with their employer long-term, which reduces turnover costs. Beyond that, when men take leave, it helps balance the load at home, minimizing career disruptions for their partners and contributing to closing the gender wage gap. It’s also a form of allyship—men who’ve taken leave often become advocates for family-friendly policies and show greater empathy toward working mothers, fostering a more inclusive workplace culture.
What’s your forecast for the future of paternity leave and gender equality in the workplace as more states adopt paid family leave laws?
I’m cautiously optimistic about the future. As more states—like Delaware, Maine, Maryland, and Minnesota—roll out paid leave laws by 2026, I expect we’ll see even higher uptake among men, especially if awareness campaigns and workplace support keep pace. However, closing the gender gap in usage will require more than just laws; it’ll need a cultural overhaul—shifting how we view masculinity and caregiving, and ensuring workplaces actively encourage men to take leave without penalty. On the tech side, I see HR analytics playing a bigger role in identifying and addressing these gaps, helping companies track leave usage and build equitable policies. If we can sustain this momentum, I believe we’re on track for a workplace where taking paternity leave is as standard for dads as it is for moms, ultimately driving broader gender equality.