As part of Family Friendly Workplaces’ ongoing effort to showcase leading examples of family-friendly practices, we seek to highlight the lived experiences of parents and carers within Family-Inclusive Certified organisations like The NRMA. By sharing these personal journeys, our aim is to inspire other organisations to prioritise family inclusion and demonstrate the tangible impact that supportive policies and leadership can have on individuals and their families.
For many expecting parents, the thought of sharing their news at work can be daunting. This was true for Paul Axisa, a member of The NRMA’s project management team:
“I was a bit nervous about telling my boss because I didn’t know how,” he reflects, “it’s obviously my first time being a parent. I didn’t know how that was going to change the dynamics or change my career ambitions. I really didn’t know. I was a little bit afraid, if I’m honest,”
What happened next set the tone for Paul’s parenting journey at The NRMA. His manager’s response was not just supportive – it was transformative.
“I was absolutely delighted and over the moon when Paul told me the news that him and his wife Ange were expecting their first baby,” Paul’s manager recounts, “I think I even shed a few tears too! He was so excited to tell me, it was really lovely and I really couldn’t have been happier for him.”
Instead of focusing on logistics or challenges, his manager encouraged him to enjoy the moment, reassuring him that everything else could be worked out together. This immediate show of support alleviated Paul’s fears and gave him the confidence to embrace both his new role as a parent and his ongoing responsibilities at work.
This pivotal conversation had a ripple effect on Paul’s work-life balance. Knowing he had his manager’s backing, Paul felt empowered to take full advantage of his organisation’s generous parental leave policy, which offers 18 weeks of paid leave. He was able to be present for his son’s first month and later step into the primary carer role when his partner returned to work. The ability to split his leave into two periods meant Paul could support his family at the times they needed it most, sharing the responsibilities of early parenthood and making the transition back to work smoother for both him and his partner. From witnessing his son’s first milestones to being there for everyday moments, Paul’s time at home became a foundation for lasting memories and a stronger family bond.
“It was just amazing to spend time in those last couple of months. They were y moments that I will always cherish,” he reflects.
The trust and flexibility extended by his manager meant Paul never hesitated to request time off for appointments or family needs.
“There was never a time where I felt afraid to ask. My manager was always simply supportive of it,” he says.
This culture of trust and autonomy empowered Paul to fully embrace his new role as a parent while continuing to contribute meaningfully at work. The ability to work from home further supported this balance, allowing Paul and his partner to share caregiving duties and support each other as they navigated the challenges of new parenthood.
Paul’s experience is a testament to the profound influence managers can have in embedding good policies and encouraging fathers to take the leave available to them. A single, supportive conversation can transform anxiety into assurance, enabling new parents to fully embrace both their family and career. When managers lead with empathy and encouragement, they not only support their employees – they help shape stronger families and a more inclusive, caring workplace.
And Paul’s advice to other expectant dads?
“I know people are sometimes focussed on their careers or they might be worried about what is the business going to do without them – those type of thoughts. But just step away for a minute, take the time off and enjoy it. I was always told that you’re never going to get that time back. And that’s really true. There are going to be moments that you’ll cherish forever.”
