When Akaninyene Akpan's wife was wheeled into surgery for a caesarean section in Abuja, another man stood by her side. Mr Akpan, a teacher and football coach, was hundreds of kilometres away in Lagos, unable to obtain paternity leave from his employer. While her uncle accompanied her to the hospital, all Mr Akpan could do was send money. 'People would think he was the husband, while all I could do was send money. My child was first held by another man,' he recounted.
The Cost of Absence
After the surgery, Mrs Akpan returned home to recover without her husband. She nearly slipped in the bathroom while trying to clean because she could not bend after the operation. Unable to secure any work flexibility, Mr Akpan resigned after completing his school's inter-house sports competition. The decision plunged the family into uncertainty. Without an income, he still had to pay bills and search for a new job. By the time he relocated to Abuja, it took almost a full school term to find employment. The emotional consequences lingered longer than the financial strain. Months later, his child appeared more attached to the uncle who stepped in during those crucial early weeks. 'Any day my wife's uncle steps into the house, my child runs to him immediately,' he said.
A Public Health Crisis
Health experts say the consequences of Nigeria's parental leave gap extend far beyond workplace grievances. The WHO estimates that nearly half of all deaths among children under five occur during the first 28 days of life. According to UNICEF, Nigeria accounts for roughly 28 per cent of maternal deaths worldwide, translating to more than 75,000 women dying each year from pregnancy- or childbirth-related complications—equivalent to one death every seven minutes. The country also records some of the highest newborn mortality rates, with an estimated 262,000 babies dying at birth annually.
Against this backdrop, support during the postnatal period is essential. Yet Nigeria provides only 12 weeks of maternity leave to many formal-sector workers, below the ILO's minimum recommendation of 14 weeks. The country lacks a universally applied national paternity leave policy. In the World Bank's Women, Business and the Law report, Nigeria scored zero out of 100 for supportive parenthood laws.
Recovery Beyond Discharge
Halimat Jimoh, a nurse, professional midwife and maternal and child health advocate, said postnatal recovery extends far beyond what happens in hospitals. Fathers often serve as a mother's primary support system, helping with newborn care and household responsibilities. Their involvement can reduce stress and allow mothers to rest adequately. Research supports this: the WHO links each additional month of paid maternity leave to about eight fewer infant deaths per 1,000 births and a 5.9 per cent increase in exclusive breastfeeding rates.
Ms Jimoh argued that postnatal care policies should adopt a family-centred approach that includes fathers in counselling and discharge planning. 'Postnatal health outcomes are shaped not only by what happens in the health facility, but also by the support system in the home environment,' she said.
Mothers' Perspectives
Maryam Olaniyi, an entrepreneur, described the weeks after giving birth as exhausting. Her husband was granted two weeks of paternity leave, but the time passed too quickly. After relatives left, she managed alone during the day while recovering. Once, their baby choked on expressed breast milk, and her husband's presence allowed immediate response. After he returned to work, she faced sleep deprivation and physical demands alone. 'If my husband had been able to stay home longer, I believe my postpartum experience would have been much easier and happier,' she said.
For Joshua Anumata, a self-employed businessman, the birth of his child in June 2024 brought joy and financial strain. His wife suffered complications after delivery and required repeated stitching. Although he had the freedom to step away from work, every day at home meant lost income. 'We made a lot of expenses, but no income was coming in,' he said.
The Invisible Burden on Women
The absence of adequate parental leave also carries economic consequences. According to a 2025 report by NarratEQ, women's unpaid care work would account for 10 to 39 per cent of Nigeria's GDP—up to $111 billion annually. Evidence reviewed by UNICEF suggests that family-friendly leave policies help narrow gender earnings gaps and improve women's workforce participation. The World Bank estimates Nigeria could increase earnings by $23 billion by closing gender gaps across key sectors.
Why Reform Has Been Slow
Ekimini Akpanpa, Executive Secretary of Women in Successful Careers (WISCAR), said the challenge is rooted in Nigeria's labour market structure. Paternity leave remains largely confined to formal public sector segments, while a large proportion of Nigerians work in informal or contract arrangements where structured HR policies are absent. Many employers in the organised private sector still view paternity leave as optional. The result is that millions of families are excluded from policies that support shared caregiving and early child development.
Several African countries have moved further. Kenya provides 90 days of paid maternity leave and 14 days of paid paternity leave. South Africa operates a shared parental leave framework. Ethiopia offers 120 days of maternity leave, and Gambia provides six months. Within Nigeria, Lagos and Enugu states have introduced six months of paid maternity leave for certain workers, while the Federal Capital Territory offers 16 weeks of maternity leave with limited paternity leave.
Rethinking Parental Leave
Shirley Ewang, Lead, Policy, Governance and Advocacy Practice at Gatefield, believes Nigeria urgently needs a clear, enforceable national parental leave framework covering both public and private sectors. At a minimum, she argues for 16 weeks of fully paid maternity leave and at least 14 days of paid paternity leave. The current system creates an imbalance from birth, leaving mothers to shoulder most caregiving while fathers return to work almost immediately.
Employers acknowledge the challenge. Sandra Nwalutu, Head of HR at FGN Power Company, said her organisation grants five working days of paid paternity leave, balancing employee welfare with operational needs. She noted that many employers view two to ten days as a practical range. Business continuity remains a concern, especially for small organisations with specialised roles. However, she added: 'Employees who feel supported during major life events tend to be more engaged, more loyal to the organisation and are more likely to stay.'
Although Nigeria has no uniform statutory paternity leave policy, Ms Nwalutu believes employers are gradually becoming more intentional about employee wellbeing. She suggested establishing clearer national minimum standards while allowing organisations flexibility to design policies that reflect their operational realities.
