Paternity leave in the UK has become a topic of increasing interest, particularly as discussions around gender equality in the workplace continue to evolve. A recent article from The Guardian highlighted ongoing protests against the UK’s paternity leave policies, noting that the country’s provisions are among the least generous in Europe. Recent debates suggest that more can be done to support families and promote shared childcare responsibilities.
According to a 2021 report by the Trades Union Congress (TUC), only 1 in 4 new fathers take paternity leave, often due to financial concerns and the fear of falling behind at work. So, what are the current regulations around paternity leave? Let us explore the details.
Who Is Eligible for Paternity Leave?
To qualify for paternity leave, employees must meet specific criteria:
- They must be the father of the child, the mother’s partner (including same-sex partners), or the adopter’s partner.
- They must have worked for their employer for at least 26 weeks by the end of the 15th week before the baby is due (or by the date the child is matched for adoption).
- They must take time off to care for the child or support the mother.
How Much Paternity Leave Can You Take?
Eligible employees are entitled to up to two weeks of paternity leave. This leave must be taken in one continuous block and can start on the date of the baby’s birth, a set number of days after the birth, or from another agreed-upon date. The leave must be completed within 56 days of the child’s birth or adoption.
Statutory Paternity Pay (SPP)
During paternity leave, eligible employees can receive Statutory Paternity Pay (SPP). As of 2024, SPP is paid at £184.03 per week or 90% of the employee’s average weekly earnings, whichever is lower.
Additional Rights During Paternity Leave
While on paternity leave, employees are entitled to protections:
- Job protection: The right to return to the same or a similar job after their leave.
- No loss of benefits: Continued accrual of holiday entitlements and access to contractual benefits like company pension contributions.
Shared Parental Leave (SPL)
Beyond the standard two weeks of paternity leave, fathers and partners can also opt for Shared Parental Leave (SPL). SPL allows parents to share up to 50 weeks of leave and 37 weeks of pay, providing greater flexibility. This leave can be taken in separate blocks or all at once, depending on arrangements between the parents and the employer.
For further details about paternity leave in the UK, visit the UK Government Websites.
Conclusion
Recent calls for paternity leave reform in the UK have sparked discussions about extending the statutory leave period, with some advocating for at least six weeks at a higher pay rate. While no final decisions have been made, consultations and discussions around the issue continue.
The conversation around paternity leave is part of a broader movement to modernize workplace policies to better reflect the realities of family life. As businesses increasingly prioritize work-life balance and employee well-being, some employers may voluntarily improve their paternity leave offerings, even if legislative changes take time.
For now, the two-week statutory paternity leave is unlikely to change immediately, but growing pressure from employees and policymakers suggests that more comprehensive reforms could be on the horizon. Stay tuned for updates and visit other blogs on the subject, such as paternity leave in France or parental leave in Sweden, Italy and France.
If you are interested in learning more about how Internago can support your international and local payroll needs, visit our Payroll Portal or contact us at info@internago.com. Join us in fostering workplace equality in the UK and beyond.