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When my son Henry was born in 1994, I'd have liked and enjoyed nothing more than to have taken a few days off to be around him and my wife during those early days.

I remember Henry's arrival well; standing outside the Loiuse Margaret in Aldershot on a cold but clear starry sky on the night before he was born.

Henry arroived at 4.15 on Monday 25th January after twenty-fours hours of labour.

Over the weekend it was easy. I hadn't left Donna's side but after Henry's birth I had to go home to sleep: And sleep I did, I was exhausted.

Whilst catching up on much needed rest I was awoken by the telephone ringing. It was the hospital who, alerted by the fact I hadn't arrived when I'd said I would, were worried I might have had an accident. When I looked outside there was a thick covering of snow.

I cannot recall what happened to my team. I think we must have called off the day because of the snow but I know I wasn't up at 7.00am when we would have,normally, started.

I can remember vividly how hard it was struggling with running a business and coping with the arrival of my son - I won't go into detail but Henry's birth wasn't straightforward and he remained in the special care baby unit for a week after he was born.

On top of visiting the hospital twice daily I also had my business to run. It was hard.

First of all it was January and work would have been scarce, as it normally is for the landscape and horticulture industry, in winter.

Whilst I employed people on a full-time basis it was the day when SMEs employed staff on a self-employed basis. It was a practice of employment that was controversial and such a grey area existed, no one really knew (even accountants, it seemed)whether employers were doing right or wrong.

Of course the system had its perks for some. Employers could lay staff off without reason (if they were that way inclined) and they didn't have to bank holiday or annual holiday expenses.

For the self-employed there was the benefit of not being under contract so throwing a sickie or having a day off was possible, without losing employment; although there was no pay if they did.

It was an unsatisfactory arrangement and a few years later HMRC declared an amnesty.

HMRC decreed that employers were now obliged to give full-time staff - but with self-employed status - a contract of employment and pay them holiday and sickness benefits. In return HMRC would overlook any previous perceived demeanour, without question, that had gone on before.

It was a tough time for all SMEs back then.

SMEs will struggle to cope

Move forward to present day - New fathers win right to share a year of parental leave: http://www.theguardian.com/money/2013/nov/29/jo-swinson-conflict-jobs-family-life

"Under the new plans starting in April 2015, a couple will have to give their employers an indicative breakdown of how they plan to share their leave eight weeks before it starts. They will then be able to change their proposals twice during the year-long leave.

In a concession to businesses, bosses will have to agree any proposed pattern of time off and have the right to insist it is confined to a continuous block. Fathers will also get a new right to unpaid leave to attend up to two antenatal appointments."

Whilst no business owner - at least, I hope - will object to giving any member of staff some time off this new ruling will surely increase pressure on hard-pressed businesses.

As a business owner I got no support....do the politicians ever consider this or do they always think that businesses operate with hundreds of staff from large premises and can afford to bring in extra staff in times of pressure?