Spending time with a newborn is essential for new parents - and it can be one of the most important times in a dad’s life. So it’s safe to say that getting time away from work is vital for new fathers !
But paternity leave is often misunderstood. Is it equal to maternity leave? How much time off are dads entitled to? Can it be extended? We like to keep things simple here, so let’s dive into it!
What is paternity leave?
You may know this already, but, so that we’re all on the same page, paternity leave in the UK is a form of planned absence from work. It’s taken by a dad when their child is born, so they can bond with their new one and care for them alongside mum.
It's important to note that this leave has a specific timeframe: it must be taken within the first 56 days (eight weeks) following the birth or adoption of your child. This timeframe is perfect for those initial weeks, which are often demanding and significant for building those early family connections.
And it's not just a nice perk that some companies offer out of the goodness of their hearts! Studies have found that paternity leave is good for the health and well-being of the mother, as well as building stronger relationships between father and child. On top of all that, it's a real plus for the relationship between new parents as you experience this new chapter together as a team.
Who’s eligible for paternity leave?
So, you're expecting a new arrival – congratulations! Now, who exactly is entitled to take paternity leave in the UK? It's not always as straightforward as you might think, so let's break down the eligibility criteria to give you a clear picture.
- The biological father: This is the most obvious one. If you’re the biological father of the child, you’re definitely eligible to take paternity leave. It's your right to be there during those crucial early days.
- The mother's partner (husband or civil partner): It's not just about biology. Suppose you’re married or in a civil partnership with the child's mother. In that case, you’re also eligible for paternity leave, regardless of whether you’re the biological father.
- Adopting parents: Paternity leave isn't just for births! If you and your partner are adopting a child, the primary adopter can take adoption leave, and the other partner is usually eligible for time off work as well. This gives both parents dedicated time to bond with their new child and settle them into their home.
- Intended parents in surrogacy: For those welcoming a baby through a surrogacy arrangement, the intended parent who’s not the biological mother is also typically eligible for paternity leave.
- Same-sex partners: When it comes to same-sex partners, the one who isn’t giving birth to the child will usually be able to take paternity leave or a portion of shared parental leave.
How long is paternity leave in the UK?
So, you’ve found out that you meet the eligibility criteria for paternity leave. But the next big question on your mind is probably: how long can I actually be off work to be there for my new arrival?
Let's break down the statutory entitlement and look over some important things to remember.
The statutory paternity leave entitlement for new dads in the UK is up to two consecutive weeks, depending on how long they’ve been in their job. To get the full entitlement, you must have worked for the same employer for 26 weeks by the end of the 15th week before your baby’s due date.
Here are the key things to understand about the length of paternity leave:
- Maximum of two weeks: The statutory limit is two weeks of leave.
- Consecutive: These two weeks must be taken together, not as separate days or weeks.
- Based on your working week: A 'week' is the same as your typical working week. So, if you work Monday-Friday, that's five days. But a part-time employee working Monday-Wednesday only does three days. Therefore, in their case, two weeks of paternity leave would be six days.
- No extra for multiples: No matter how many babies you have, the allowance stays the same. So, you wouldn’t get 16 weeks for octuplets, unfortunately! You’re also entitled to time off work to join your partner for two antenatal appointments (up to 6.5 hours each).
- Adoption leave is different: The rules are a bit different when adoption is involved – check out our guide to adoption leave and adoption pay for more info!
It’s really important - and a huge relief - to know that your employment rights as a father are protected while you're on paternity leave. This includes your right to any pay rises that might happen while you're away, the continued accrual of your annual leave allowance, and, of course, your right to return to your same job when your leave is over.
As a father, you might also be entitled to Shared Parental Leave (as well as shared parental pay) within the first year after your child's birth or adoption. We've got a whole post dedicated to the nitty gritty of that, but in short, it allows you to share a portion of your partner's maternity or adoption leave allowance.
What's really flexible about this is that you can often split it up into blocks of time, rather than having to take one long chunk immediately after the little one arrives. It's all about finding a way that works best for your family.
Is UK paternity leave paid?
The short answer is yes, if you meet certain eligibility criteria. It's not quite a free-for-all, so let's break down the payment side of things:
- You have to be employed: To qualify for statutory paternity pay (SPP), you need to be classified as an employee. The rules are slightly different if you're self-employed, working through an agency as a temp, or on a zero-hours contract (we'll touch on that in the next section).
- Length of service matters: Normally, you have to have worked for your employer for at least 26 weeks by the end of the 15th week before your little one's due date.
- Give plenty of notice: Your employer needs to know you're planning on taking paternity leave well in advance. The usual requirement is to give them at least 15 weeks' notice before the expected week of childbirth.
If you tick those boxes, what's the actual pay like? The government pays statutory paternity pay, which is set annually. According to the official word from Gov.UK, the current rate is:
- £187.18, a week
- OR 90% of your average weekly earnings (whichever is lower)
Like your normal wages, tax and National Insurance will be deducted from your SPP as usual. So, what you see isn't quite what you'll get in your bank account.
If your employer offers extra paternity pay as a benefit, you can add that. Check your employment contract to see what's available.
What about taking unpaid parental leave?
Even if you don't qualify for statutory paternity pay, or if you simply want more time off to be involved in your child's life, you could consider unpaid parental leave.
You can actually take unpaid parental leave at any time during your child’s first 18 years of life. It’s a way to give you the flexibility you need to participate in your child’s upbringing.
You can use it to spend more time with them however you like, whether that’s taking them to see new schools, visiting relatives, things like that! It’s not really designed for urgent childcare, as you do still have to give your employer notice for this one, at least 21 days' notice, so some planning is required.
ItTo be eligible for unpaid parental leave, you'll generally need to have been working for your current employer for at least a year. The way you take this leave is usually in blocks of a week, and the total amount of unpaid parental leave you can take is 18 weeks in total throughout those first 18 years of your child's life. But keep in mind you can only take four weeks per child per year, unless your employer agrees otherwise.It's also good to know this type of leave isn't just for dads! It's available for anyone who has parental responsibility. That includes the father of the child, the mother's husband or civil partner, a carer, a guardian, or even other family members with legal responsibility.
What about paternity leave for the self-employed?
It's a bit of a different ball game if you're your own boss, isn't it? Only people with employment contracts can receive statutory paternity leave and pay. Sadly, at the moment, there isn't a direct equivalent in place for self-employed people.
With that in mind, self-employed dads-to-be should put a plan in place about what time off they can take when their child is born, and how it will affect their income. You should also look into the UK’s child and family benefits to see if you can claim assistance.
Can paternity leave be extended?
Fortunately, yes, there are ways to extend your paternity leave! There aren't any official rules around extending it past statutory paternity rights, but a case can be made depending on the circumstances.One potential way to get more time off is simply by talking with your manager. Life with a newborn can be unpredictable, and sometimes unexpected issues that need your attention at home can pop up.
If you find yourself in this situation, it’s always worth having an open and honest chat with your manager about the circumstances. They might be willing to make an exception and grant you some additional time off, either as paid leave, unpaid leave, or a combination of both.
This is where the company culture of your workplace really shines through. Most employers who genuinely prioritise a healthy work-life balance and have a positive attitude towards flexible working should be open to having these kinds of conversations.
Making paternity leave work for everyone
And that’s about it! We’ve explored a lot, but the main thing to remember is that paternity leave is an important and protected right in the UK, letting new dads be there for their family during those incredibly special early weeks.
For businesses, understanding and supporting paternity leave isn't just about ticking a legal box. It's a fantastic way to show you value your employees, helping you build a supportive and inclusive workplace culture, boosting morale and loyalty. When dads feel supported when it comes to taking time off, they're more likely to return to work feeling engaged and appreciated.
Managing all these different types of leave – paternity, maternity, annual leave, and everything else that comes with running a business – can feel a bit overwhelming. Keeping track of who's off when, making sure there’s cover arranged, and staying on top of everyone's entitlements can be a real challenge if you don’t have the right systems in place.
That's where a straightforward and reliable absence management system like Timetastic can really take the weight off your shoulders!
No matter what comes up in your employees’ lives, we’re here to help. Want to see how it works? Why not try it out for yourself with our FREE 30-day trial? No contracts, no card needed, just a simple solution to keep your business thriving.