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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Paternity Leave Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides fair, consistent, and legally compliant paternity leave and pay to eligible employees. This policy is designed to support employees who are becoming parents, ensuring they have time to bond with their child, support their partner, and manage family commitments without financial hardship.

This policy ensures:

• Compliance with CQC regulations, employment law, and statutory paternity entitlements.
• That paternity leave is managed efficiently with minimal disruption to care home operations.
• Employees receive clear guidance on their entitlements, application process, and pay.
• Effective workforce planning is maintained to ensure continuity of care for people we support.

2. Scope

This policy applies to:

• All eligible employees, including full-time and part-time staff.
• Line managers and HR teams, responsible for managing paternity leave requests and ensuring compliance.
• Senior management, responsible for workforce planning during leave periods.

3. Legal and Regulatory Compliance

This policy is compliant with:

CQC Regulations (Health and Social Care Act 2008, Regulated Activities Regulations 2014)

• Regulation 18 (Staffing) – Ensures that staffing levels are maintained during paternity leave​.
• Regulation 17 (Good Governance) – Ensures clear policies are in place for workforce management​.
• Regulation 10 (Dignity and Respect) – Ensures employees are treated fairly and respectfully​.

Employment Laws and Regulations

• Statutory Paternity Pay and Leave (Employment Rights Act 1996 & Paternity and Adoption Leave Regulations 2002) – Governs paternity leave entitlement.
• Equality Act 2010 – Prevents discrimination based on gender, marital status, or parental responsibilities.
• Shared Parental Leave Regulations 2014 – Provides options for shared parental leave beyond standard paternity leave.

4. Paternity Leave Entitlement

4.1. Who is Eligible for Paternity Leave?

To qualify for Statutory Paternity Leave, an employee must:

• Be the child’s biological father, the adoptive parent, or the partner of the birth/adoptive mother.
• Have worked continuously for {{org_field_name}} for at least 26 weeks by the 15th week before the baby is due (or the matching week for adoption).
• Be taking leave to support their partner and care for the child.
• Provide the required notice and documentation (see Section 4.3).

4.2. Duration of Paternity Leave

• Employees can take either one or two consecutive weeks of paternity leave.
• Leave must be taken within 56 days of the birth or adoption placement.
• Leave cannot be split (e.g., taking one week now and another later is not allowed).

4.3. Notification Requirements

Employees must formally notify HR and their line manager at least 15 weeks before the expected week of childbirth (or within 7 days of receiving an adoption placement notification).

The employee must complete a Paternity Leave Request Form, providing:

• The expected due date or adoption placement date.
• The intended start date of paternity leave.
• A declaration that they meet the eligibility criteria.

5. Paternity Pay Entitlement

5.1. Statutory Paternity Pay (SPP)

Eligible employees are entitled to Statutory Paternity Pay (SPP) if they:

• Earn at least £123 per week (before tax).
• Meet the length of service requirement.

SPP is paid at:

• £184.03 per week (2024/25 rate) or 90% of the employee’s average weekly earnings, whichever is lower.
• Paid for up to 2 weeks, at the same time as paternity leave.

5.2. Occupational Paternity Pay (Enhanced Pay, if applicable)

Where {{org_field_name}} offers enhanced paternity pay:

• Employees with at least 12 months’ continuous service may receive:
  • Full pay for the first week of paternity leave.
  • SPP for the second week (or enhanced terms subject to contract).

5.3. Tax and Deductions

• SPP is subject to tax and National Insurance deductions.
• Pensions and other benefits remain unchanged during paid paternity leave.

6. Shared Parental Leave Option

Eligible employees may convert unused maternity/adoption leave into Shared Parental Leave (SPL), allowing both parents to share leave beyond the two-week paternity entitlement.

To qualify:

• The mother or primary adopter must curtail their maternity/adoption leave.
• The employee must take SPL in blocks or consecutively, as agreed with HR.
• The request must be submitted at least 8 weeks before SPL begins.

7. Managing Paternity Leave Efficiently

7.1. Workforce Planning During Paternity Leave

To ensure continuity of care and minimal disruption:

• Managers must plan for cover arrangements once a leave request is received.
• Temporary staff or shift adjustments may be used to cover duties.
• HR must ensure compliance with staffing ratios under Regulation 18 (Staffing).

7.2. Keeping in Touch During Leave

• Employees may opt for informal contact with their manager to stay updated on work developments.
• Any return-to-work concerns should be discussed before the leave ends.

7.3. Returning to Work After Paternity Leave

• Employees have the right to return to the same role on the same terms and conditions.
• Flexible working requests may be considered, in line with {{org_field_name}}’s Flexible Working Policy.

8. Additional Support for New Parents

To support new parents, {{org_field_name}} offers:

• Parental well-being support, including mental health services and counselling.
• Flexible working discussions, helping employees balance work and family life.
• Guidance on shared parental leave, ensuring parents can make informed choices.

9. Monitoring and Compliance

To ensure compliance with this policy and legal obligations:

• HR will track all paternity leave requests to ensure statutory entitlements are met.
• Annual policy reviews will be conducted to reflect changes in legislation.
• CQC audits will include a review of workforce planning, ensuring adequate staffing during paternity leave periods.

10. Related Policies

This policy should be read alongside:

• CH18 – Risk Management and Assessment Policy​.
• CH27 – Staff Supervision, Training, and Development Policy​.
• CH28 – Staff Conduct and Code of Ethics Policy​.
• CH34 – Confidentiality and Data Protection (GDPR) Policy​.
• CH16 – Health and Safety at Work Policy​.
• CH29 – Maternity, Adoption, and Parental Leave Policy​.

11. Policy Review

This policy will be reviewed annually or sooner if there are legislative changes, updates in CQC regulations, or operational requirements.

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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}}
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