Paternity Leave

This guide will cover everything you need to know about paternity leave, from eligibility to how to request it from your employer.

What is paternity leave?

Paternity leave is a period that a father can take off from work after the birth or adoption of a child. In the UK, eligible employees can take up to 2 weeks of statutory paternity leave to bond with the new baby and help with childcare.

Many employers offer more than the statutory minimum, because it can help with employee retention and satisfaction.

Paternity leave UK

In the UK, paternity leave offers fathers time off work to bond with their new child. Employers play a crucial role in understanding and upholding these rights. Here's a breakdown:

Eligibility:

• Who: Fathers, partners of the mother (including same-sex partnerships), adopters, and intended parents through surrogacy are eligible.

• When: Leave can't start before the birth and must end within 52 weeks of it.

• Employment status: Paternity leave is a right from the first day of employment. To get Statutory Paternity Pay, you must have worked for your employer continuously for at least 26 weeks by the 15th week before the due date, and earn at least £129 a week on average before tax (2026/27).

Leave:

• Duration: Up to 2 weeks, taken together or as two separate one-week blocks.

• Flexibility: A week of leave is the number of days the employee normally works in a week.

• Notice: The employee tells you the due date at least 15 weeks before it, and gives at least 28 days' notice before each period of leave.

Pay:

• Statutory Paternity Pay (SPP): £194.32 per week (2026/27), or 90% of your average weekly earnings if that is lower, paid for up to 2 weeks.

• Tax and National Insurance: Applicable deductions will be made from SPP payments.

• Employer policies: Some employers offer enhanced paternity leave or pay beyond the statutory minimum.

Additional options:

• Shared Parental Leave (SPL): You and your partner can share up to 50 weeks of leave and 37 weeks of Statutory Shared Parental Pay (SSPP) within one year of the birth.

• Antenatal appointments: Up to 6.5 hours of unpaid leave to attend antenatal appointments.

By understanding and supporting paternity leave, you can create a positive and supportive workplace environment for new parents, promoting employee well-being and potentially attracting and retaining talent. For the mother's side, see our guide to maternity leave.

How can employers prepare for paternity leave?

Here are some ways employers can prepare for paternity leave:

Before the leave:

• Develop a clear and comprehensive paternity leave policy: This should outline eligibility, duration, pay structure (if paid), and procedures for requesting and returning from leave.

• Communicate the policy effectively: Ensure all employees are aware of the policy, including details like required notice periods and documentation.

• Identify a point of contact: Assign a dedicated person to handle paternity leave inquiries and paperwork.

• Start early planning: Discuss leave plans with the employee well in advance to understand their expectations and work around potential gaps.

• Cross-train colleagues: Train other team members to handle the employee's responsibilities during their absence.

• Document processes and knowledge: Encourage the employee to create detailed documentation of their tasks and procedures to facilitate knowledge transfer.

• Consider offering additional support: This could include resources for new parents, flexible work arrangements, or mentorship programs.

During the leave:

• Maintain communication: Stay in touch with the employee periodically, offering support and updates.

• Recognize their contribution: Acknowledge the importance of their role and express appreciation for their work.

• Facilitate a smooth return: Discuss their transition back to work beforehand and offer support for reintegration.

Additional Tips:

• Stay informed about legal requirements: Check the paternity leave and pay rules on GOV.UK each April, when the statutory rates change, and update your policy accordingly.

• Benchmark against other companies: Research competitor policies and industry trends to offer competitive leave programs.

• Seek professional guidance: Consult HR professionals or legal experts for assistance with policy development and compliance.

• Promote work-life balance: Create a culture that supports family commitments and fosters employee well-being.

By proactively preparing for paternity leave, employers can minimize disruption, ensure a smooth transition for both the employee and the team, and demonstrate their commitment to supporting working parents.

How can managers support an employee taking leave?

It is becoming increasingly clear that paternity leave is important on the homefront and at work. The ILO reported in 2017 that between 1994 and 2015, 94 countries had statutory paternity leave provisions.

The workplace has a role in ensuring that fathers are more comfortable taking parental leave. You can achieve this by fostering a work culture that encourages paternity leave. For example, coaching sessions to educate fathers on parental leave benefits may suffice. Likewise, sessions on good work-life balance can provide needed support.

A paid parental leave option for fathers should be available. As a result, financial worries associated with parental leave will be removed, and an anchor can be provided for childcare instead of worrying about money.

Managers and coworkers must be educated on proper behaviors during paternity leave. It is necessary to bring in these workers to support parental leave policies.

How paternity leave benefits businesses

Paternity leave is good for fathers at work but also for the company in the long run. The following are some ways in which new fathers' welfare can benefit businesses:

The goal is to keep employees energized. Without paid paternity leave, fathers are forced to balance their work obligations between 9-5. Afterward, we'll pick up mom's childcare baton or that of another partner while we take care of family responsibilities.

The combination of two full-time roles is a recipe for burnout among male workers. It enables fathers to spend more time with their children and bond with them. The workload can be evenly distributed when partners share childcare duties. It is more likely that fathers will return to work rested and energized after taking a leave of absence.

• This benefit helps attract top talent. Companies that offer attractive paternity leave packages will stand out from the competition as coveted employers.

• This feature contributes greatly to employer branding. Best talent tends to be attracted to organizations that care about their employees' welfare. As a result, fathers who want to start a family may need better parental leave policies to avoid companies with poor parental leave policies.

• Employee retention is enhanced by paternity leave. Maintaining top performers in the company is possible with an appropriate paternity leave program. Giving parents job security, paid time off, and other benefits encourage loyalty.

• Companies benefit from practices like this by boosting their culture. In the company, fathers can spend time with their spouses and children, which creates a positive, modern hybrid culture. Workplaces with this kind of environment may be more productive and morale-boosting.

• It promotes an equal work environment. Equality at work is ensured by ensuring that both men and women have parental leave rights. Mothers will face the same stigma as fathers when taking maternity leave. In this way, equal opportunities at work are promoted.

How Shiftbase makes paternity leave easier

Offering competitive paternity leave is crucial for attracting and retaining talent, but managing its impact on scheduling and staffing can be a challenge. That's where Shiftbase comes in. Our powerful workforce management software helps businesses seamlessly navigate paternity leave and support new fathers.

Here's how Shiftbase helps:

• Effortless Scheduling: Anticipate and adapt to leave schedules with flexible shift adjustments and team coverage planning.

• Transparent Communication: Keep everyone informed with clear visibility into leave schedules and team availability.

• Streamlined Workflows: Automate leave requests, approvals, and task handovers, minimizing disruption and ensuring smooth transitions.

• Real-time Data: Gain insights into team workload and identify potential gaps before they arise.

By simplifying leave management, Shiftbase allows businesses to offer generous paternity leave programs without sacrificing operational efficiency. Dads can enjoy their time with their families, and businesses can maintain productivity and employee satisfaction.

Want paternity leave and the rota in one place? Start your free 14-day Shiftbase trial today.