Welcoming a new child is a life-changing event. Understanding your paternity leave and pay rights — including recent changes — ensures you can spend time with your family while managing the financial impact.
Paternity Leave
Eligibility
| Requirement | Detail |
|---|---|
| Employment | Employed (not self-employed) |
| Service | 26 weeks continuous employment by the 15th week before due date |
| Relationship | Father, partner, or spouse of the mother |
| Purpose | Taking time off to care for child or support the mother |
Amount of Leave
| Feature | Detail |
|---|---|
| Duration | 1 or 2 weeks (your choice) |
| Timing | Any time within 52 weeks of birth (from April 2024) |
| Flexibility | Can take in non-consecutive weeks (from April 2024) |
| Notice required | 15 weeks before due date (can change with 28 days’ notice) |
Recent Changes (April 2024)
| Before April 2024 | From April 2024 |
|---|---|
| Must take within 56 days of birth | Can take within 52 weeks of birth |
| Must take as 1 or 2 consecutive weeks | Can split into 2 separate weeks |
| 15 weeks’ notice required | 28 days’ notice for each week |
Statutory Paternity Pay (SPP)
| Feature | Detail |
|---|---|
| Rate | £187.18/week or 90% of average earnings (whichever is lower) |
| Duration | 1 or 2 weeks |
| Tax | Taxable (paid through your payroll) |
| NI | National Insurance deducted |
| Maximum total | £374.36 (for 2 weeks) |
Enhanced Paternity Pay
Some employers offer more generous paternity pay. Check:
- Your employment contract
- Employee handbook
- Company policy documents
- HR department
Common enhancements include full pay for 2 weeks or extended paid leave.
Shared Parental Leave (SPL)
Shared Parental Leave allows you to share up to 50 weeks of leave and 37 weeks of pay with your partner:
| Feature | Detail |
|---|---|
| Eligibility | Both parents must meet employment and earnings tests |
| Total leave | Up to 50 weeks (after mother takes first 2 mandatory weeks) |
| Total pay (ShPP) | Up to 37 weeks at £187.18/week |
| Flexibility | Can be taken in blocks |
| Concurrent | Both parents can take leave at the same time |
| Notice | 8 weeks’ notice for each block of leave |
Example SPL Arrangement
| Weeks | Mother | Partner |
|---|---|---|
| 1–2 | Maternity leave (compulsory) | Paternity leave (2 weeks) |
| 3–26 | Maternity leave | Working |
| 27–32 | SPL (off together) | SPL (off together) |
| 33–40 | Working | SPL |
| 41–52 | Working | Working |
Financial Planning
Income Impact
| Period | Mother (£30k) | Partner (£30k) | Household |
|---|---|---|---|
| Before baby | £1,980/month | £1,980/month | £3,960 |
| Weeks 1–2 (both off) | £2,250/month (90% SMP) | £812/month (SPP) | £3,062 |
| Weeks 7–39 (mother on SMP) | £811/month | £1,980/month | £2,791 |
Planning Checklist
| Action | When |
|---|---|
| Check employer’s paternity/SPL policy | Early pregnancy |
| Notify employer of intention | 15 weeks before due date |
| Review household budget | 3+ months before |
| Build emergency fund | As early as possible |
| Check benefit entitlements | 3+ months before |
| Discuss SPL with your partner | Early — requires planning |
Other Leave Rights
| Leave Type | Detail |
|---|---|
| Unpaid parental leave | 18 weeks per child (up to age 18); max 4 weeks/year per child |
| Time off for dependants | Reasonable unpaid time to deal with emergencies |
| Flexible working | Right to request from day 1 of employment (from April 2024) |
| Antenatal appointments | Partners: unpaid time off for up to 2 appointments |
How to Claim
| Step | Action |
|---|---|
| 1 | Notify employer 15 weeks before due date |
| 2 | Confirm weeks you want to take (28 days’ notice for each week) |
| 3 | Provide baby’s due date or birth date |
| 4 | Employer pays SPP through normal payroll |
What Paternity Leave Actually Covers — And What It Doesn’t
Many fathers and partners are surprised by how limited statutory paternity entitlements are compared to maternity rights. Understanding the boundaries helps you plan:
What you get:
- 2 weeks’ Statutory Paternity Pay (SPP) at £187.18/week (or 90% of earnings if lower)
- 1 or 2 consecutive weeks off (not mix-and-match days)
- Job protection during the leave period
- The right to take additional time as Shared Parental Leave if eligibility criteria are met
What you don’t automatically get:
- More than 2 weeks’ paid leave
- Enhanced pay (unless your employer offers it)
- Flexible use of the 2 weeks (must be taken in consecutive blocks of 1 or 2 weeks)
- The right to take time off for antenatal appointments without pay (unless employer agrees)
Shared Parental Leave: The Bigger Opportunity
Shared Parental Leave (SPL) allows you and your partner to share up to 50 weeks of leave (37 weeks of Shared Parental Pay). This is often more valuable than the 2 weeks of paternity leave.
How it works:
- Your partner ends their maternity leave early (after the compulsory 2 weeks)
- The remaining leave is converted to a “pot” you both draw from
- Each of you can take blocks of leave, potentially concurrently
Shared Parental Pay rate: £187.18/week (same as SMP week 7+ rate) or 90% of earnings if lower.
Eligibility: Both parents must meet employment and earnings tests (similar to SMP criteria). Your partner must have been employed by the same employer for 26 weeks by the 15th week before the due date, and you must have been employed for 26 weeks in the 66 weeks before the due date.
Employer Enhanced Paternity Pay
Statutory Paternity Pay is notably low. However, many employers now offer enhanced paternity pay, particularly in:
| Sector | Common Enhanced Offer |
|---|---|
| Finance, tech, law | 4–13 weeks at full pay |
| NHS | 2 weeks at full pay (AfC) |
| Large retailers | 2–6 weeks full pay |
| Civil Service | 2–4 weeks full pay |
| Small employers | Statutory only |
Check your employer’s paternity policy — it’s often not prominently advertised. If your employer doesn’t offer enhanced pay and you’re negotiating a new job, this is worth raising.
Financial Planning During Paternity Leave
Two weeks of SPP at £187.18/week = £374.36 total. On a £30,000 salary, your normal 2-week pay would be approximately £1,154. The shortfall is roughly £780.
If you’re taking Shared Parental Leave for a longer period, the income reduction is more significant. Plan ahead:
- Use any annual leave entitlement at full pay before starting SPL
- Check whether your employer top-up applies to SPL as well as standard paternity leave
- Claim Child Benefit immediately after the birth — it doesn’t matter whose name it’s in
- If household income drops significantly during leave, check Universal Credit entitlement
Related Guides
- Maternity Pay Guide — mother’s full rights and entitlements
- Shared Parental Leave Guide — splitting leave flexibly
- Child Benefit Guide — claiming after the baby arrives
- Universal Credit for Families — if income drops during leave
- Tax-Free Childcare Guide — 25% top-up on nursery costs