Have you ever missed a soccer game or dance recital because of an inflexible work schedule? Do you wish you had flextime or permission to work from home one day a week to make parenting more manageable?

With more couples sharing earning and child care duties than ever before, dads are working hard to balance family responsibilities with work. In recent years, they have asked to be recognized by their employers as parents, not just as employees.

According to a survey conducted by PayScale, nearly 25 percent of dads surveyed report that they handle 50 percent of the child care responsibilities on a typical work day. Employers are catching on that it is difficult for dads who split parenting responsibilities to prioritize work over family and many companies are updating benefits to meet them halfway.

Though on-site daycare and tuition assistance for kids are still just a dream for most fathers, over half of fathers surveyed by PayScale feel that their current employer is very or extremely supportive of their responsibilities as a parent, with 61 percent reporting that their work environment is flexible when it comes to the demands of fatherhood.

* 81 percent say employers will let them slip out of the office for a child's doctor's appointment
* 30 percent say that employers allow them to work remotely when necessary

Fathers also seek out employers who offer high-quality family health plans, including vision and dental insurance, and help with daycare and education costs. Paid paternity leave would also be a huge boon - although with paid maternity leave not yet required by federal law, the same benefit for new dads is a long way off for most. Some respondents also mentioned that a boost in salary would help them provide more for their families.

Although many of the dads who took the survey are happy with the level of flexibility they are afforded, it is still hard to fit in that trip to the zoo or afternoon of canoeing. Benefits aside, in the quest for work-life balance all parents work to fine-tune their schedules and squeeze in as much family time as possible.

What you can do:

* Start a dialogue with co-workers and managers about the "Dad Benefits" you would most appreciate then message your findings to Human Resources. Use the survey information above to back up your ideas.
* Ask for what you need to support your role as a parent and a provider.
* Do not assume that because these benefits don't yet exist at your company, management would not consider them. Bringing them up is the first step.
* Try to effect change on more than an individual level. If new policies can be formalized and added to the books, rather than approached on a case-by-case basis between employee and manager, all employees and their families can benefit.