Employees may be entitled to the following when their partner is having a baby, adopting a child or having a baby through a surrogacy arrangement:
Employees could get either 1 or 2 weeks. Employees get the same amount of leave if their partner has a multiple birth (eg twins).
Employees must take their leave in one go. A week is the same amount of days that they normally work in a week, eg if they only work on Mondays and Tuesdays a week is 2 days.
Leave can’t start before the birth. It must end within 56 days of the birth.
Employees must give employer 28 days’ notice if they want to change their start date.
They don’t have to give a precise date when they want to take leave (eg 1 February). Instead they can give the general time, eg the day of the birth or 1 week after the birth.
The rules are different if they adopt.
Employees can take unpaid leave to accompany a pregnant woman to 2 antenatal appointments if they’re:
Employees can take up to 6 and a half hours per appointment. The employer can choose to give longer.
Employees can apply for leave immediately if they’re a permanent employee. They’ll need to have been doing a job for 12 weeks before they qualify if they’re an agency worker.
The statutory weekly rate of Paternity Pay is £139.58, or 90% of the employees average weekly earnings (whichever is lower).
Any money you get is paid in the same way as wages, eg monthly or weekly. Tax and National Insurance will be deducted.
The money is usually paid while they’re on leave. The employer must confirm the start and end dates for the Paternity Pay when they claim it.
To change the start date employees must give the employer 28 days’ notice.
Employees must be taking time off to look after the child and be one of the following:
There are extra conditions employees need to meet to qualify for leave and pay.
Employees can’t get paternity pay and leave if they’ve taken paid time off to attend adoption appointments.
Employees can still get Paternity Leave or pay if the baby is: