Overview
Paternity and shared parental leave provide eligible employees with important rights that allow them to take time off following the birth or adoption of a child. These entitlements recognise the role of partners and secondary caregivers, ensuring that parents have the opportunity to support their family during the early stages of a child’s life. As an employer, you must understand the eligibility criteria, the notice requirements and the statutory payments associated with each type of leave, as well as the legal protections that apply to employees who choose to take it.
Employees whose partner is having a baby, adopting a child, or having a child through a surrogacy arrangement may qualify for statutory paternity leave. Paternity leave is a day-one right, although eligibility for statutory paternity pay depends on meeting additional qualifying conditions. Employees must also follow rules governing notification and evidence, including confirming their relationship to the child and providing information about the expected week of childbirth or the date of placement.