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In our last blog, we explored the rules around maternity leave and pay. But what about new fathers or partners? Are dads entitled to paternity leave? Yes — under UK employment law, eligible employees can benefit from paternity leave and pay to help support their families during those important first weeks after birth or adoption.
While some countries like Sweden and Germany offer more extensive packages, the UK still offers valuable support. Here’s a guide to paternity leave UK entitlements and how employers can stay compliant while supporting their teams.
What Is Statutory Paternity Leave?
Statutory paternity leave is designed to give new fathers or partners time off to support the mother and bond with their child after birth or adoption. Eligible employees can take either one or two consecutive weeks of leave, and this must be taken within 56 days of the child’s birth or placement. It cannot be split into non-consecutive days.
If you’re wondering, “when can you take paternity leave?” — the answer is anytime from the actual date of birth (or placement for adoption) up to 8 weeks after, depending on what has been agreed with the employer.
To qualify, the employee must:
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Be either the baby’s biological father, the mother’s spouse, civil partner, or long-term partner, or an intended parent through surrogacy.
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Have worked for their employer for at least 26 weeks by the 15th week before the baby is due.
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Provide notice at least 15 weeks before the due date using form SC3 (or SC4 for adoption).
Additionally, eligible employees have the right to take unpaid time off for up to two antenatal appointments, supporting the mother during pregnancy.
Are Dads Entitled to Paternity Leave and Pay?
Many people still ask, “does a man get maternity leave?” Technically no — that is a benefit reserved for the birthing parent. However, maternity leave for husbands or partners exists in the form of paternity leave, and in some cases, shared parental leave.
So yes, dads are entitled to paternity leave if they meet the criteria — and with it comes a financial benefit: paternity statutory pay.
Paternity Pay Entitlement: Who Qualifies and How Much?
Employees who qualify for paternity leave may also qualify for paternity pay entitlement, provided they:
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Continue working for the employer up to the date of birth (or placement).
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Earn at least £123 per week (before tax) in the eight weeks leading up to the qualifying week.
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Submit the correct notice for both leave and pay.
The paternity leave UK pay rate is either £172.48 per week (2023/24 tax year) or 90% of the employee’s average weekly earnings, whichever is lower. It’s paid in the same way as wages — subject to tax and National Insurance.
Employers may choose to offer enhanced paternity pay, but this is at their discretion and should be documented in a clear paternity leave policy.
What About Self-Employed Paternity Pay?
Unfortunately, self-employed paternity pay is not available under current UK law. Self-employed parents may be entitled to other forms of financial support such as Universal Credit or Child Benefit, but they do not qualify for statutory paternity pay unless they also have PAYE employment.
Shared Parental Leave and Statutory Shared Parental Pay
Eligible parents who want more flexibility in how they care for their child may benefit from Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP). This allows up to 50 weeks of leave and 37 weeks of pay to be shared between parents in the child’s first year.
This option can be particularly useful if the mother ends maternity leave early and the father or partner wants to take a more active caregiving role. Both parents must meet specific eligibility criteria to qualify.
Can Employers Offer More Than the Minimum?
Yes — while statutory rights are the legal minimum, employers can enhance their offerings through a company paternity policy. This could include:
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Additional paid paternity leave beyond the statutory one or two weeks.
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A top-up on paternity statutory pay to full salary.
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Flexible working arrangements after the return to work.
Offering enhanced paternity leave and pay can help boost employee satisfaction, retention, and workplace equality.
How Alba Can Help
Understanding paternity leave UK pay regulations can be complex, especially when paired with maternity or shared parental leave. At Alba, we help businesses navigate payroll and statutory obligations with confidence. Whether you’re drafting a paternity leave policy, processing payroll, or unsure about employee entitlements, we’re here to support you.
📧 Email us at admin@alba.uk.com
📞 Or call us on 01509 853779
Let’s make paternity and parental pay easier for you — so you can focus on running your business.
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