HCS137-Paternity Leave Policy

Registration Number: {{org_field_registration_no}}

Paternity Leave Policy

1. Purpose

The purpose of this policy is to outline the entitlements, procedures, and responsibilities regarding paternity leave at {{org_field_name}} in compliance with the Employment Rights Act 1996, the Work and Families Act 2006, the Employment Act 2002, and the Shared Parental Leave Regulations 2014.

Paternity leave allows eligible employees to take time off to support their partner and new child following birth or adoption, ensuring work-life balance, family well-being, and adherence to fair employment practices. This policy ensures that employees are aware of their rights and obligations while maintaining business efficiency.

2. Scope

This policy applies to all full-time, part-time, and fixed-term employees of {{org_field_name}} who meet the eligibility criteria for paternity leave. It covers:

Paternity leave for biological and adoptive parents.
Paternity pay entitlements and statutory provisions.
Notification procedures and employee responsibilities.
Return-to-work arrangements and protection from discrimination.

3. Related Policies

This policy should be read in conjunction with the following:

Maternity Leave Policy, ensuring parental leave equality.
Adoption Leave Policy, outlining rights for adoptive parents.
Flexible Working Policy, allowing employees to adjust work schedules post-leave.
Annual Leave Policy, for additional time-off considerations.
Equality, Diversity, and Inclusion Policy, preventing discrimination based on parental responsibilities.

4. Policy Statement

{{org_field_name}} recognises the importance of paternity leave in allowing employees to bond with their child and support their partner. We are committed to:

Providing statutory paternity leave and pay in accordance with UK employment law.
Supporting employees in managing their parental responsibilities without work-related concerns.
Ensuring that employees taking paternity leave are protected from discrimination and unfair treatment.
Maintaining operational efficiency by ensuring proper planning for paternity leave absences.

5. Eligibility for Paternity Leave

To qualify for statutory paternity leave, an employee must:

Have at least 26 weeks of continuous service at {{org_field_name}} by the 15th week before the baby’s due date or by the week they are matched with an adopted child.
Be the child’s biological father, the mother’s partner (including same-sex partners), or the adopter’s partner.
Intend to take the leave to support the mother/adopter and care for the child.
Have notified their intention to take paternity leave within the required timeframe.

6. Paternity Leave Entitlement

6.1 Length of Leave

Eligible employees can take:

One or two consecutive weeks of paternity leave, to be taken within 56 days (8 weeks) of the child’s birth or adoption placement.
Leave cannot be split into separate weeks.

6.2 Shared Parental Leave Option

Employees may opt into Shared Parental Leave (SPL), which allows them to share parental leave with the mother/adopter beyond the standard paternity leave period. This must be discussed and planned in advance with management.

7. Statutory Paternity Pay (SPP)

7.1 Pay Entitlement

Employees who qualify for Statutory Paternity Pay (SPP) will receive:

Either £184.03 per week (as of 2024) or 90% of their average weekly earnings, whichever is lower.
Employees earning below the Lower Earnings Limit (£123 per week in 2024) may not qualify for SPP but can take unpaid paternity leave.
Employees may also request additional paid or unpaid leave, subject to management approval.

7.2 Enhancements to Paternity Pay

Where possible, {{org_field_name}} may offer enhanced paternity pay at management discretion, depending on business needs and employee service length.

8. Notification and Request Process

8.1 Notifying the Employer

Employees must notify {{org_field_name}} at least 15 weeks before the baby’s due date (or within 7 days of adoption matching) by submitting a Paternity Leave Request Form. This must include:

Expected due date or adoption placement date.
Intended start date of paternity leave.
Duration of leave (1 or 2 weeks).
A declaration confirming eligibility and intent to support the mother/adopter.

8.2 Changing Leave Dates

Employees can change the start date of their leave by providing at least 28 days’ notice where possible.
If the baby is born earlier than expected, leave can start from the actual date of birth.

9. Returning to Work After Paternity Leave

9.1 Rights and Responsibilities

Employees have the right to return to the same job after paternity leave.
If additional leave (e.g., Shared Parental Leave) is taken, they may return to a similar role if business circumstances require changes.
Employees should notify management at least 2 weeks before returning if any changes to their return date are required.

9.2 Flexible Working Requests

Employees can request flexible working arrangements (e.g., part-time, remote working) following paternity leave. Requests will be considered in line with business needs and the Flexible Working Policy.

10. Protection from Discrimination and Unfair Treatment

Employees will not face any negative consequences for taking paternity leave.
Any form of discrimination, victimisation, or disadvantage due to paternity leave will be investigated under the Equality, Diversity, and Inclusion Policy.
Employees can raise concerns through the Grievance Procedure if they feel they are being treated unfairly.

11. Emergency and Additional Leave Options

If an employee needs additional leave due to exceptional circumstances (e.g., complications at birth, partner’s illness), they may request:
- Parental leave (unpaid) for up to 4 weeks per child.
- Annual leave or compassionate leave, subject to approval.
Employees must discuss extended leave requests with management as soon as possible.

12. Compliance and Monitoring

This policy complies with:

Employment Rights Act 1996
Work and Families Act 2006
Shared Parental Leave Regulations 2014
SSSC Codes of Practice for Social Service Workers and Employers (2024)

To ensure compliance:

HR and management will monitor paternity leave applications to ensure fairness and adherence to regulations.
Feedback will be collected from employees to assess the effectiveness of paternity leave support.
Regular policy reviews will ensure compliance with updates in employment law.

13. Policy Review

This policy will be reviewed annually or sooner if legislative changes occur. Updates will be communicated to all employees, and any amendments will be implemented fairly and transparently.

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.