Paternity Leave

Paternity Leave

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Eligibility Requirements

Shared Parental Leave Options

Application Process for UK Paternity Leave

Six Strategies for Supporting New Fathers

Common Questions About UK Paternity Leave

Paternity Leave & Pay in the UK

Paternity Leave & Pay in the UK

Understanding Paternity Leave

Under UK law, statutory paternity leave gives eligible work 1 to 2 weeks of paid time off when their partner or civil partner has a baby, or they welcome a child through surrogacy to their family, or they adopt. During this leave period, employment rights stay fully protected, ensuring employees get appropriate pay and can return to their position whenever they are ready.

Some employers give more generous paternity leave policies over and above the statutory minimum, which can be an attractive benefit for their employees.

Eligibility Requirements

To be eligible for paternity leave in the UK, you need to be:

  • Be legally classified as an employee (and not be self-employed or a employed as contractor)

  • Have responsibility for the child's upbringing or their partner's care

  • Generally be either the child's biological father or the partner (including same-sex partners) of the expectant mother or pregnant woman

Additionally, employees need to have worked continuously for the same employer for at least 26 weeks by the end of the 15th week before the baby's due date. Very similar paternity leave requirements apply for adoption or surrogacy cases, although proper notice needs to be provided. For adoption, employees need to submit proof of adoption, while in surrogacy situations, they are required to complete a parental order to establish legal parenthood.

Legal Protections for Employees on Paternity Leave

The Equality Act 2010 safeguards employees' rights during parental leave by prohibiting discriminatory treatment at this time. Employers are not allowed to penalize employees for taking paternity leave or create adverse working conditions when they return. Examples of prohibited actions include reducing their hours, subjecting employees to any harassment, or excluding them from training or advancement opportunities because of their leave.


To be eligible for paternity leave in the UK, you need to be:

  • Be legally classified as an employee (and not be self-employed or a employed as contractor)

  • Have responsibility for the child's upbringing or their partner's care

  • Generally be either the child's biological father or the partner (including same-sex partners) of the expectant mother or pregnant woman

Additionally, employees need to have worked continuously for the same employer for at least 26 weeks by the end of the 15th week before the baby's due date. Very similar paternity leave requirements apply for adoption or surrogacy cases, although proper notice needs to be provided. For adoption, employees need to submit proof of adoption, while in surrogacy situations, they are required to complete a parental order to establish legal parenthood.

Legal Protections for Employees on Paternity Leave

The Equality Act 2010 safeguards employees' rights during parental leave by prohibiting discriminatory treatment at this time. Employers are not allowed to penalize employees for taking paternity leave or create adverse working conditions when they return. Examples of prohibited actions include reducing their hours, subjecting employees to any harassment, or excluding them from training or advancement opportunities because of their leave.


Shared Parental Leave Options

For organizations in England, Wales, Scotland, or Northern Ireland, eligible employees can access shared parental leave arrangements. When both parents meet statutory requirements, the mother can transfer all but the first two mandatory weeks of maternity leave to their partner if they so wish.

While this arrangement gives greater flexibility, it also involves more complex coordination from an HR point of view. Generally, eligible parents can receive:

  • Up to 50 weeks of leave and up to 37 weeks of pay during their child's first year

  • The option to take leave in one continuous block or split it into three separate periods with work in between these blocks

  • Continued compensation during absence (£172.48 weekly or 90% of average weekly earnings, whichever is lower)

This is different from Statutory Maternity Pay or Maternity Allowance, which have their own separate rules and entitlements.

For organizations in England, Wales, Scotland, or Northern Ireland, eligible employees can access shared parental leave arrangements. When both parents meet statutory requirements, the mother can transfer all but the first two mandatory weeks of maternity leave to their partner if they so wish.

While this arrangement gives greater flexibility, it also involves more complex coordination from an HR point of view. Generally, eligible parents can receive:

  • Up to 50 weeks of leave and up to 37 weeks of pay during their child's first year

  • The option to take leave in one continuous block or split it into three separate periods with work in between these blocks

  • Continued compensation during absence (£172.48 weekly or 90% of average weekly earnings, whichever is lower)

This is different from Statutory Maternity Pay or Maternity Allowance, which have their own separate rules and entitlements.

Application Process for UK Paternity Leave

Employees need to notify their employer at least 15 weeks before the expected due date to ask for statutory paternity leave and pay. For adoption cases, workers need to tell their employer either 28 days before the intended start date or within seven days after being matched with a child for adoption. This notification usually involves a standardized form that is submitted to their employer.

Proper notice is important, as failing to provide it can lead to the employer legally declining the leave request. The notice requirements include information about the expected week of childbirth, the desired start date for paternity leave and whether the employee intends to take one or two weeks of leave.

Holiday Entitlement During Paternity Leave

Employees continue to accrue their standard holiday entitlement throughout statutory paternity leave and any additional leave provided by the stated company policy. While employees cannot use holiday time and paternity leave at the same time, employers can permit them to use accrued holiday time immediately before or after paternity leave to have a longer period away. Some employees who don't meet all paternity leave requirements could use holiday time as an alternative or just take unpaid time off.

Employees need to notify their employer at least 15 weeks before the expected due date to ask for statutory paternity leave and pay. For adoption cases, workers need to tell their employer either 28 days before the intended start date or within seven days after being matched with a child for adoption. This notification usually involves a standardized form that is submitted to their employer.

Proper notice is important, as failing to provide it can lead to the employer legally declining the leave request. The notice requirements include information about the expected week of childbirth, the desired start date for paternity leave and whether the employee intends to take one or two weeks of leave.

Holiday Entitlement During Paternity Leave

Employees continue to accrue their standard holiday entitlement throughout statutory paternity leave and any additional leave provided by the stated company policy. While employees cannot use holiday time and paternity leave at the same time, employers can permit them to use accrued holiday time immediately before or after paternity leave to have a longer period away. Some employees who don't meet all paternity leave requirements could use holiday time as an alternative or just take unpaid time off.

Employees need to notify their employer at least 15 weeks before the expected due date to ask for statutory paternity leave and pay. For adoption cases, workers need to tell their employer either 28 days before the intended start date or within seven days after being matched with a child for adoption. This notification usually involves a standardized form that is submitted to their employer.

Proper notice is important, as failing to provide it can lead to the employer legally declining the leave request. The notice requirements include information about the expected week of childbirth, the desired start date for paternity leave and whether the employee intends to take one or two weeks of leave.

Holiday Entitlement During Paternity Leave

Employees continue to accrue their standard holiday entitlement throughout statutory paternity leave and any additional leave provided by the stated company policy. While employees cannot use holiday time and paternity leave at the same time, employers can permit them to use accrued holiday time immediately before or after paternity leave to have a longer period away. Some employees who don't meet all paternity leave requirements could use holiday time as an alternative or just take unpaid time off.

Employees need to notify their employer at least 15 weeks before the expected due date to ask for statutory paternity leave and pay. For adoption cases, workers need to tell their employer either 28 days before the intended start date or within seven days after being matched with a child for adoption. This notification usually involves a standardized form that is submitted to their employer.

Proper notice is important, as failing to provide it can lead to the employer legally declining the leave request. The notice requirements include information about the expected week of childbirth, the desired start date for paternity leave and whether the employee intends to take one or two weeks of leave.

Holiday Entitlement During Paternity Leave

Employees continue to accrue their standard holiday entitlement throughout statutory paternity leave and any additional leave provided by the stated company policy. While employees cannot use holiday time and paternity leave at the same time, employers can permit them to use accrued holiday time immediately before or after paternity leave to have a longer period away. Some employees who don't meet all paternity leave requirements could use holiday time as an alternative or just take unpaid time off.

Create a better place of work today

Create a better place of work today

Simplify your people workflows and bring value to everyone in the organisation. Try Humaans today.

Simplify your people workflows and bring value to everyone in the organisation. Try Humaans today.

Book a demo

Book a demo

Six Strategies for Supporting New Fathers

While statutory paternity leave gives basic support, more forward-thinking organizations can implement more measures to better support their new father employees. These practices benefit employees but also contribute to improved retention and productivity for employees.

1. Engage in Open Dialogue

When fathers return from leave, leadership should start to speak to them to set expectations and understand their needs. New parental responsibilities often shift priorities and affect work-life balance preferences. Showcasing support during this significant life transition helps with a smoother return to work and builds loyalty for your employees.

2. Educate About Legal Entitlements

Many employees and even some employers don't have the awareness about the rights afforded to new parents under UK law. For example, all parents have the right to ask for flexible working arrangements and fathers have extra rights to attend antenatal appointments with their pregnant partners. Proactively informing your staff about these entitlements demonstrates organizational commitment to your employees' wellbeing and compliance with your own policies.

3. Provide Equitable Support Resources

While support for new mothers is often comprehensive, resources for non-birthing partners can be often overlooked. As societal perspectives on fatherhood evolve to recognize fathers' significant involvement in childcare, organizations need to ensure support resources are equally accessible to all parents, regardless of their gender or their parental role.

4. Prioritize Mental Health Support

The transition to parenthood creates significant stress that workplace pressures can exacerbate. Traditional expectations often discourage men from seeking emotional support in these situations, potentially leading to performance issues or burnout. Organizations and HR teams can support new fathers' mental health through simple check-ins, providing access to wellbeing resources, or suggesting potential fatherhood support networks and relevant literature to help them through this period of their life.

5. Prepare Teams for Transitions

Proper team communication about a father's absence allows for proper workload planning and coverage of all bases. Managers should prep team members for the father's departure and facilitate a smooth reintegration upon his return. This preparation helps minimize potential friction if the returning employee missed key projects or deadlines during their absence.

Modernize Your Leave Management Approach: Implement intuitive absence tracking that scales with your growing organization. Discover how Humaans can transform your team's approach to managing leave. Schedule your demo today.

6. Offer Customized Flexibility

Each new father's circumstances will be different, requiring individualized support approaches. Flexibility might involve editing work schedules to accommodate different childcare needs or temporarily changing workloads upon their return. These accommodations help maintain performance quality while supporting employees' mental wellbeing during this significant life moment.


While statutory paternity leave gives basic support, more forward-thinking organizations can implement more measures to better support their new father employees. These practices benefit employees but also contribute to improved retention and productivity for employees.

1. Engage in Open Dialogue

When fathers return from leave, leadership should start to speak to them to set expectations and understand their needs. New parental responsibilities often shift priorities and affect work-life balance preferences. Showcasing support during this significant life transition helps with a smoother return to work and builds loyalty for your employees.

2. Educate About Legal Entitlements

Many employees and even some employers don't have the awareness about the rights afforded to new parents under UK law. For example, all parents have the right to ask for flexible working arrangements and fathers have extra rights to attend antenatal appointments with their pregnant partners. Proactively informing your staff about these entitlements demonstrates organizational commitment to your employees' wellbeing and compliance with your own policies.

3. Provide Equitable Support Resources

While support for new mothers is often comprehensive, resources for non-birthing partners can be often overlooked. As societal perspectives on fatherhood evolve to recognize fathers' significant involvement in childcare, organizations need to ensure support resources are equally accessible to all parents, regardless of their gender or their parental role.

4. Prioritize Mental Health Support

The transition to parenthood creates significant stress that workplace pressures can exacerbate. Traditional expectations often discourage men from seeking emotional support in these situations, potentially leading to performance issues or burnout. Organizations and HR teams can support new fathers' mental health through simple check-ins, providing access to wellbeing resources, or suggesting potential fatherhood support networks and relevant literature to help them through this period of their life.

5. Prepare Teams for Transitions

Proper team communication about a father's absence allows for proper workload planning and coverage of all bases. Managers should prep team members for the father's departure and facilitate a smooth reintegration upon his return. This preparation helps minimize potential friction if the returning employee missed key projects or deadlines during their absence.

Modernize Your Leave Management Approach: Implement intuitive absence tracking that scales with your growing organization. Discover how Humaans can transform your team's approach to managing leave. Schedule your demo today.

6. Offer Customized Flexibility

Each new father's circumstances will be different, requiring individualized support approaches. Flexibility might involve editing work schedules to accommodate different childcare needs or temporarily changing workloads upon their return. These accommodations help maintain performance quality while supporting employees' mental wellbeing during this significant life moment.


Common Questions About UK Paternity Leave

How Long Is Standard Paternity Leave?

Statutory paternity leave in the UK lasts for one to two weeks. Some employers offer more generous paternity leave policies, with more weeks of paternity leave beyond the statutory minimum.

Are Employers Required to Pay During Paternity Leave?

Yes. Statutory Paternity Pay is either £172.48 weekly or 90% of the employee's average weekly earnings, whichever is lower. This is different from unpaid time off that might be offered in other circumstances.

What's the Process for Claiming Paternity Leave?

Employees must notify their employer at least 15 weeks before the expected due date. After receiving proper notice, the employer processes payment through regular channels at the statutory rate. Different notification timelines apply for adoption placement or surrogacy arrangements.

What Exactly Is Statutory Paternity Leave?

Statutory paternity leave refers to the legally mandated time off that eligible employees can take to care for their new child or support their partner following a childbirth, adoption, or surrogacy. This differs from normal paternity policies that individual employers might offer that exceed the statutory requirements.

Do Special Rules Apply for Overseas Adoption?

Yes, there are specific rules in adoption cases involving overseas adoption or private adoption. An adoption agency typically provides guidance on the specific requirements and documentation needed in these cases.

Streamlining Paternity Leave Management: Effectively balancing legal requirements with organizational leave policies requires careful attention to ensure both compliance and employee satisfaction. Mismanagement of statutory paternity leave can lead to legal penalties, financial consequences, and damaged employee relations and potentially wellbeing.

With Humaans absence management tools, employees can easily notify management of upcoming leave with just a few clicks. HR teams gain immediate visibility into absence patterns, reasons, and compensation requirements across the organization and can plan accordingly. Workflows can be tailored automatically to match given dates, and plan for the departure and return of your employees automatically.

Book a free demo today to discover how Humaans can transform your approach to managing paternity leave and other types of employee absence!


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