Ordinary Paternity Leave and Additional Paternity Leave are available to an Employee who is a partner of someone giving birth or someone who is adopting (see also separate Paternity Leave and Pay (Adoption) Policy). A partner includes people in a same sex relationship or in a Civil Partnership.
The Employee qualifies for Ordinary Paternity Leave and Additional Paternity Leave if they have or expect to have responsibility for the child’s upbringing. They can either be the biological father of the child or the husband or partner of the person giving birth. The purpose of the Ordinary Paternity Leave and Additional Paternity Leave must be for providing support to the mother and / or child.
The Employee must have at least 26 weeks continuous employment ending with the 15th week before the expected week of childbirth and must also be working from the 15th week before the expected week of childbirth to the actual date of birth in order to qualify for Ordinary Paternity Leave and Additional Paternity Leave.
In addition, in order to qualify for Additional Paternity Leave the child’s mother must be entitled to Statutory Maternity Leave, Statutory Maternity Pay or Maternity Allowance and must have returned to work at least two weeks after the child’s birth and have at least two weeks of unexpired Statutory Maternity Leave entitlement remaining.
Up to 2 weeks Ordinary Paternity Leave can be taken and up to 26 weeks Additional Paternity Leave can be taken. Various notifications must be given by the Employee in respect of the leave sought.
An Employee may also be entitled to Statutory Paternity Pay and Additional Statutory Paternity Pay.
This Paternity Leave Policy:
This Policy template is in accordance with the statutory minimum requirements. It provides detailed guidance for both the Employer and Employee.