DCW118-Paternity Leave Policy

Registration Number: {{org_field_registration_no}}

Paternity Leave Policy

1. Purpose

The purpose of this policy is to outline the rights and entitlements of employees regarding paternity leave within {{org_field_name}}. It ensures compliance with employment laws in Wales, including the Employment Rights Act 1996, the Work and Families Act 2006, and relevant statutory regulations. The policy is designed to promote fair treatment and work-life balance, allowing employees to support their partner and child after birth or adoption. By providing clarity on paternity leave entitlements, {{org_field_name}} aims to foster a supportive workplace culture while ensuring the continued delivery of high-quality domiciliary care services.

2. Scope

This policy applies to all employees of {{org_field_name}} who meet the eligibility criteria for statutory paternity leave and pay. It covers both birth and adoption cases and provides clear guidance on how employees should notify the organisation, the support they can expect, and how operational requirements are managed to maintain care services during their absence. The policy applies to all levels of staff, including care workers, administrative personnel, and senior management, ensuring that all employees have equal access to their paternity leave entitlements.

3. Eligibility for Paternity Leave

To qualify for paternity leave, an employee must meet specific criteria. They must have been continuously employed by {{org_field_name}} for at least 26 weeks by the end of the 15th week before the expected week of childbirth or by the time they are matched with a child for adoption. Eligibility extends to biological fathers, the partners of the mother, same-sex partners, and adoptive parents who will share the responsibility of raising the child. The employee must take the leave specifically to provide support to the mother or primary adopter and to care for the child. If an employee does not meet the qualifying criteria for statutory paternity leave, they may still request unpaid leave or use annual leave to support their partner.

4. Paternity Leave Entitlement

Eligible employees are entitled to either one or two consecutive weeks of statutory paternity leave, which must be taken within 56 days of the child’s birth or the adoption placement. The leave cannot be split into separate weeks and must be taken in full-week increments. Employees can choose when to start their leave, provided they give appropriate notice. In cases where the baby is born prematurely, employees may begin their leave from the actual date of birth rather than the expected due date. This policy also acknowledges the availability of Shared Parental Leave (SPL), which allows eligible employees to share up to 50 weeks of leave with their partner, offering greater flexibility in balancing family and work responsibilities.

5. Paternity Pay

Employees who qualify for statutory paternity leave may also be entitled to Statutory Paternity Pay (SPP). The current rate, as of April 2024, is £184.03 per week or 90% of the employee’s average weekly earnings, whichever is lower. Paternity pay is subject to standard tax and National Insurance deductions. If an employee does not qualify for SPP due to insufficient earnings or length of service, they may still be eligible for unpaid leave or can use their annual leave allowance instead. Employees should check their individual eligibility with the Human Resources (HR) department before planning their leave to avoid any misunderstandings.

6. Notification Requirements

To ensure smooth workforce planning and maintain the quality of domiciliary care services, employees must provide written notice of their intention to take paternity leave at least 15 weeks before the expected week of childbirth or within 7 days of receiving an adoption placement notification. The notice must include the expected due date or adoption placement date, the length of leave they wish to take (one or two weeks), and the intended start date of their leave. A Paternity Leave Request Form is available from HR or the Registered Manager. Late notification may result in difficulties arranging cover for client care, so employees are encouraged to inform the organisation as early as possible.

7. Managing Paternity Leave in a Domiciliary Care Setting

Due to the nature of domiciliary care, where clients depend on regular visits and consistent support, staffing arrangements must be carefully managed. Employees are encouraged to provide as much notice as possible to allow the scheduling team to make necessary adjustments to cover their responsibilities. The Registered Manager and HR will review the workforce schedule to redistribute workloads, adjust rotas, or allocate additional shifts to other staff members. Where necessary, temporary or agency staff may be engaged to maintain service levels. Clear communication with colleagues and clients will be prioritised to ensure continuity of care and minimise disruptions.

8. Rights and Protections During Paternity Leave

Employees who take paternity leave are legally protected against discrimination, dismissal, or any form of unfair treatment related to their leave. While on leave, they retain all contractual benefits except salary, including pension contributions, holiday entitlement, and any additional workplace benefits. Upon returning, employees have the right to resume their previous position or, if that is not feasible, a suitable alternative role with the same terms and conditions. If an employee experiences any issues regarding their paternity leave rights, they should report them to the Registered Manager or HR for resolution. {{org_field_name}} is committed to fostering a workplace culture that supports family-friendly policies and upholds employee rights.

9. Returning to Work

Employees must confirm their return date at least 28 days in advance if they wish to return earlier than initially planned. Requests for flexible working arrangements, such as part-time hours or adjusted shift patterns, should be discussed with HR before returning to work. The organisation will consider such requests in line with business needs and the employee’s circumstances. Employees who experience challenges upon returning, such as difficulties balancing work and family responsibilities, are encouraged to seek support from HR or the management team.

10. Related Policies

This policy should be read in conjunction with other relevant policies, including the Staff Leave and Absence Policy (DCW33), Staff Conduct and Code of Ethics Policy (DCW28), Equality, Diversity, and Inclusion Policy (DCW30), and Health and Safety at Work Policy (DCW16). These policies collectively ensure that staff are supported in managing their professional and personal responsibilities while maintaining the highest standards of care for service users.

11. Policy Review

This policy will be reviewed annually to ensure compliance with employment laws and best practices. It may also be revised in response to changes in legislation, business needs, or feedback from employees. Any updates will be communicated to all staff through the Registered Manager to ensure continued understanding and adherence to the policy. Employees are encouraged to provide feedback on their experiences with the policy to help improve its effectiveness and ensure it meets the needs of both staff and the organisation.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.