When your partner gives birth, or you become a parent though adoption or surrogacy, you might be entitled to paternity leave and pay. If your baby needs neonatal care after birth, you could also get extra paid leave on top of any other leave you’re entitled to.
What is Statutory Paternity Leave?
Statutory Paternity Leave is the time you can take off to spend with your newborn baby.
If you’re an employee, you’re entitled to either one or two weeks of paid paternity leave.
Most agency and contract workers aren’t eligible.
- You must take it as a whole week or consecutive weeks.
- Your paternity leave is in addition to your normal holiday allowance.
- Leave can’t start before the birth and must end within 56 days of the birth (or due date if the baby is early).
- Some companies let their employees take more time off, so check your contract for details.
Statutory Paternity Leave is paid – this is called Statutory Paternity Pay.
Do you qualify?
To qualify for Statutory Paternity Leave you must be the:
- child’s biological father
- child’s adopter or intended parent (if using a surrogate)
- child’s mother’s husband or partner (including same-sex partners).
You must also have been working for your employer for at least 26 continuous weeks by either:
- the end of the 15th week before the week of the due date
- the end of the week that you are told you’ve been matched with your child for adoption (for UK adoptions).
Neonatal care leave and pay
If you’re a working parent and your baby needs neonatal care after birth, you might be able to get additional paid leave, on top of any other leave you’re already entitled to, like maternity or paternity leave. Neonatal Care Leave is only available in England, Scotland and Wales.
To qualify for Neonatal Care Leave, you need to meet these requirements:
You must be an employee.
Your baby must be born on or after 6 April 2025.
At the time of your baby’s birth, you must be one of the following: the baby’s parent, intended parent (in the case of surrogacy), or the partner of the baby’s mother. You must also have or expect to have responsibility for raising the child. Similar rules apply if you are adopting.
Your baby must be admitted to neonatal care within 28 days of birth and must stay in neonatal care for at least seven continuous days. This seven-day period starts the day after your baby first receives neonatal care.
Neonatal Care Leave must be used to care for your baby.
The leave must be taken in blocks of a week.
Find out more about neonatal leave and pay on Working FamiliesOpens in a new window
New parents who qualify in England, Wales, Scotland and Northern Ireland now have the option to use Shared Parental Leave.
Shared Parental Leave allows you to share up to 50 weeks’ parental leave and 37 weeks’ pay with your partner.
As long as your employer agrees, you can even take the leave in up to three separate blocks instead of taking it all in one go.
This allows you to switch arrangements if you need to.
Do you qualify?
The child’s mother must give binding notice to end her maternity leave for either of you to qualify for Shared Parental Leave.
You can start your leave while the mother is still on maternity leave as long as binding notice has been given.
The eligibility criteria for Shared Parental Leave are the same as Statutory Paternity Leave.
Plus, during the 66 weeks before the week the baby is due (or the week you’re matched with your adopted child) your partner must:
- have been working for at least 26 weeks (they don’t need to be in a row)
- have earned at least £390 in total in 13 of the 66 weeks (add up the highest paying weeks, they don’t need to be in a row).
You might also qualify for Statutory Shared Parental Pay.
Find out more about Shared Parental Leave and PayOpens in a new window on GOV.UK including eligibility and how much you might be entitled
If you live in Northern Ireland, visit nidirectOpens in a new window
Paternity pay
The rate of Statutory Paternity Pay and Statutory Shared Parental Pay is the lowest of:
- £187.18 a week
- 90% of your average weekly earnings.
It’s paid by your employer who will deduct tax and National Insurance contributions before paying it to you.
Statutory Paternity Pay
To qualify for Statutory Paternity Pay, you must have worked for your employer for at least 26 continuous weeks before:
- the 15th week before the baby is due
- the end of the week the adoption agency matched you with a child.
You also must be earning at least £125 a week before tax and continue to work for your employer until the child is born (or placed with you).
If you live in England, Scotland or Wales, find out more about Statutory Paternity PayOpens in a new window on GOV.UK
If you live in Northern Ireland, find out moreOpens in a new window on nidirect
You can get Statutory Shared Parental Pay if:
- you’re an employee or worker
- you qualify for Statutory Paternity Pay and your partner qualifies for Statutory Maternity Pay, Maternity Allowance or Statutory Adoption Pay.
The child’s mother must end her maternity pay or Maternity Allowance for either of you to qualify for Statutory Shared Parental Pay.
Find out more about Statutory Shared Parental PayOpens in a new window on GOV.UK
How to claim paternity leave and pay
Statutory Paternity Leave and Pay
To claim Statutory Paternity Leave and Pay, you must tell your employer that you’re going on paternity leave and requesting paternity pay at least 15 weeks before your baby’s due date.
If you’re adopting, you must tell them:
- 28 days before you want your paternity pay to start, or
- within seven days of being told by the adoption agency that you’ve been matched with a child for paternity leave.
You must tell your employer if you want to start Shared Parental Leave or Pay.
Your partner must apply to their own employer.
You must give your employer notice in writing if you want to start Shared Parental Leave or Pay.
Notice can be given at the same time if you qualify for both.
If you change your mind about dates or how much Leave and Pay you plant to take, you must give at least eight weeks’ notice before the start of any leave.
Protection from redundancy
If you’re an employee on maternity or adoption leave, you’re entitled to 18 months of protection from redundancy. You are protected from the date of your expected birth or date of adoption.
If you’re taking six weeks of continuous shared parental leave, you’re also protected for 18 months from redundancy. Find out more on ACASOpens in a new window
If you think your employer is being unfair
If your employer doesn’t think they need to give you paternity pay, or you feel they’re not paying the right amount:
- find out if what’s happening is discrimination – there’s more information on Citizens Advice If you live in Northern Ireland, contact the ECNI for adviceOpens in a new window
- talk to your employer – you might be able to resolve it informally. If you’re not sure where to start, try speaking to your trade union or employers rep if you have one – or for help, visit the Acas siteOpens in a new window
- if you’re unable to resolve the issue, you can make a written complaint – find out more on Citizens Advice
If you don’t qualify for paternity leave and pay
- Consider taking annual leave or unpaid parental leave instead.
- Ask your employer if you can switch to a more flexible working pattern.
- If you’re self-employed, find out more about taking time off to help with a new baby on the DAD.info siteOpens in a new window
