Commonly asked questions from employers about paternity leave and paternity pay.
An increasing number of people are choosing to take paternity leave in order to care for a new arrival to the family or to provide support to their partners. As a responsible employer, you need to ensure you are up to speed on your employee’s rights to paternity leave or paternity pay. Read our FAQs on paternity rights below for more information.
Yes. Paternity leave is available to any of your employees who:
Your employee is entitled to request Dependants’ Leave to attend the birth of their baby. They should do this as soon as their partner goes into labour to give you as much notice as possible. You must allow them to take ‘reasonable time off’ in order to ‘provide assistance’.
If you have employed them for 26 weeks or more by the time of the 15th week before their baby’s due date, they are entitled to take one or two weeks’ Ordinary Paternity Leave. Ordinary Paternity Leave can be taken by your employee within 6 weeks of their baby being born. Your employee must give you notice in the 15th week before the due date that they wish to take the leave and that they wish to claim statutory paternity pay.
If your employee’s partner returns to work before the one year maternity leave has been exhausted then your employee may be entitled to leave known as Additional Paternity Leave, which lasts between 2 and 26 weeks. This can only be taken between 20 and 52 weeks after their baby is born.
To qualify for Additional Paternity Leave, your employee must have been employed by you for 26 weeks or more by the 15th week before the expected due date. Your employee must also still be employed by you until the week before the first week of Additional Paternity Leave. Finally, your employee must have given you at least 15 weeks’ notice of the baby’s due date and they must also have given you at least 8 weeks’ notice of their intention to take this leave.
Within 28 days of telling you that they want to take this leave, your employee should confirm their leaving date and return date.
Ordinary Paternity Leave (2 weeks) can be split over 6 weeks, but only in chunks of one week at a time. However, Additional Paternity Leave (of between 2 and 26 weeks) must be taken all at once.
If your employee takes Ordinary Paternity Leave, you must pay them Statutory Paternity Pay. Depending on your employee’s employment contract, or your company’s paternity policy, your employee may be entitled to receive a higher rate of paternity pay.
If your employee takes Additional Paternity Leave and they are on a low salary, they may be entitled to receive Additional Statutory Paternity Pay. Whether your employee is eligible to receive Additional Statutory Paternity Pay will depend upon their partner’s circumstances and the age of their child when they take this leave. If your employee is eligible for Additional Statutory Paternity Pay it is paid at the same rate as Statutory Maternity Pay.
If your employee is already taking Additional Paternity Leave and wants to return early then they should give you at least six weeks’ notice of when they wish to come back to work. If they do not give six weeks’ notice – and where it is “not reasonably practicable” for you to welcome them back sooner – then you can require your employee to remain on Additional Paternity Leave until the six weeks’ notice period has expired.
No. Anyone taking Additional Paternity Leave is entitled to take up to ten “Keeping In Touch” Days or “KIT days” too.
Yes. Your employee’s paternity leave should not be regarded as holiday and they will accrue holiday in the normal way while they are on paternity leave. If you do not let them accrue leave then this could mean your employee would have a “detriment” claim and possibly a claim under the Working Time Regulations.
It would be unlawful for you to subject your employee to a detriment because they take or are seeking to take any type of paternity leave. If necessary, your employee could bring a claim in an Employment Tribunal to recover compensation for their “injury to feelings”. If you dismiss an employee for taking any type of paternity leave, they would also have a claim for automatic unfair dismissal.
You might be interested to know that most employers can claim back Statutory Paternity Pay and Additional Statutory Paternity Pay from the government. In some circumstances, they can off-set against Employer National Insurance Contributions for other employees so that they are not left out of pocket, and some smaller employers can even get “loans” from HMRC to cover the amounts.
Your employee may be entitled to submit a Flexible Working Request – see our factsheet on flexible working. Men are entitled to have Flexible Working Requests considered in just the same way as women. If you do not take your employee’s request seriously and he thinks this is because he is male, then he may be entitled to bring a claim for sex discrimination. If your employee is in a same-sex relationship and you do not take this request seriously they may be entitled to bring a claim for sexual orientation discrimination.
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