Paternity Leave in the UK

If you’ve just become a dad or you’re the other parent in a couple, paternity leave — sometimes called father parental leave — can give you valuable time to bond with your baby and support your partner. This guide explains who can take leave, how it works, and how to plan it around your family’s needs.

We cover the difference between Statutory Paternity Leave (time off) and Statutory Paternity Pay (SPP), plus how parental leave options like Shared Parental Leave and the right to request flexible working may fit into your plans. If your partner is also exploring options like Maternity Leave in the UK, understanding both entitlements together can help you plan more effectively as a family. This article covers England, Scotland and Wales. Different rules apply in Northern Ireland.

This article is for general information only and does not constitute legal advice. For advice specific to your circumstances, contact ACAS or a qualified employment solicitor. In this article, we’ll walk through eligibility, pay, notice rules, and practical next steps.

How Much Paternity Leave?

How Much Paternity Leave Are Fathers and Partners Entitled To?

In the UK, you can take 1 or 2 weeks of paternity leave. Since 6 April 2024, you can take it as a single block or split it into two separate one-week blocks — whichever suits your family best. A “week” means the number of days you normally work in a week (for example, five days if you work Monday to Friday).

If your partner is having twins, triplets or other multiples, the amount of leave is the same. If you’d like to understand more about what to expect in this situation, see Pregnant with Twins for helpful guidance.

When Does Paternity Leave Start?

Your leave can’t start before the birth, but after your baby arrives you have flexibility about timing. Since 6 April 2024, paternity leave must end within 52 weeks of the birth (it no longer has to be taken within 56 days). From 6 April 2026, paternity leave becomes a day-one right for employees (the previous service requirement for leave is removed). Statutory Paternity Pay has its own rules, so it’s possible to qualify for leave but not pay.

Planning Around Other Leave

From 6 April 2026, you can take paternity leave after Shared Parental Leave, which can help if you and your partner are sharing time off. There’s also a transitional notice change for newly eligible parents: if your baby is due before 26 July 2026, you can give 28 days’ notice instead of 15 weeks.

Statutory Paternity Pay

Is Paternity Leave Given at Full Pay?

Usually not. If you qualify, statutory paternity pay is paid by your employer at the statutory weekly rate of £194.32, or 90% of your average weekly earnings (whichever is lower). It’s paid in the same way as your wages (for example weekly or monthly), and tax and National Insurance are deducted. The standard weekly rate increased from £187.18 in 2025/26 to £194.32 from 6 April 2026. Use the GOV.UK eligibility tool to check what you could get.

Key points to know:

• Paternity leave pay is only available if you meet the pay conditions - you can still be entitled to leave even if you do not qualify for pay.

• To qualify for pay, you must usually earn an average of at least £129 a week (before tax) and have 26 weeks’ continuous employment by the qualifying week.

• Some employers offer enhanced paternity pay schemes, but they cannot pay less than the statutory amount.

Eligibility

Are You Eligible for Paternity Leave and Pay?

Understanding paternity leave eligibility starts with who the law covers. You may be able to take leave if you are taking time off to look after the child and you are one of the following: the child’s father, the mother’s (or adopter’s) husband or partner (including same-sex partners), the child’s adopter, or the intended parent if you’re having a baby through a surrogacy arrangement. Your employer may ask you to confirm you meet the conditions, but you generally do not need to provide proof of pregnancy.

From 6 April 2026, Statutory Paternity Leave is a day-one right for employees - meaning the previous continuous service requirement for leave is removed. However, Statutory Paternity Pay (SPP) has its own rules, so you can qualify for leave but not pay. If you’re becoming newly eligible because of the day-one change and your baby is due before 26 July 2026, there are transitional rules allowing 28 days’ notice instead of the usual 15 weeks.

For pay, you must usually have worked continuously for your employer for at least 26 weeks by the end of the qualifying week (the 15th week before the baby is due), still be employed up to the date of birth, and earn an average of at least £129 a week (before tax). If you’re planning timelines, using a Pregnancy Due Date Calculator can help you estimate key dates such as your qualifying week and important notice deadlines. Many parents also begin these discussions during the Second trimester, when pregnancy milestones become clearer and planning becomes more concrete.

You’ll also need to give the correct notice. You can use the GOV.UK calculator to check your situation. If you want to share plans earlier, many parents raise it in their partner’s second trimester. If you are not eligible for pay, you may still be able to take unpaid leave and explore other types of benefits.

How to Arrange / Notice and Claiming

How Do You Arrange Paternity Leave?

To understand how to apply for paternity leave, start by telling your employer the baby’s due date at least 15 weeks before the baby is expected. You can work this out using your baby’s due date. You can give notice in writing (including email). You do not need to provide proof of the pregnancy or birth.

For Statutory Paternity Pay and Leave, GOV.UK says you can use the online form (previously called SC3), then download or print it and send it to your employer (or use your employer’s own form if they have one). Apply using the HMRC online form.

At least 28 days before the leave starts, you must also tell your employer:

• When you want your leave to start (for example, the day of the birth or the week after)

• Whether you want 1 or 2 weeks of leave

If you’re planning two separate one-week blocks, you’ll need to give the relevant notice for the leave start date you choose. GOV.UK also points to a paternity planner to help you check key deadlines.

Will My NHS Healthcare Be Affected While on Paternity Leave?

Taking paternity leave should not change how you access NHS care for you or your baby. The NHS explains that it is a residence-based healthcare system, and you can still use services like your GP, health visitor support, and newborn care as usual. If you need to register with a GP, the NHS notes that registering is free in England. For practical information on services, appointments and what to do if you need medical help, visit the NHS website.

Can I Request Flexible Working When I Return from Paternity Leave?

From your first day in a job, you can make a statutory request for flexible working - for example changing your hours, start and finish times, or where you work. This can be helpful on your paternity leave return, whether you’d like to start later, compress your hours, or work from home on some days. Since 6 April 2024 the right is to request (not to be granted automatically), and you can make up to 2 statutory requests in any 12‑month period

Your employer must decide within 2 months (unless you both agree more time) and must discuss your request with you before refusing it. If they refuse, they must rely on 1 or more of the 8 statutory business reasons (for example extra costs, inability to reorganise work, or a negative impact on quality, performance or customer demand).

If you want a practical starting point, use the Acas flexible working request letter template. A reasonableness test for refusals is expected to take effect in 2027, subject to legislation.

How Does Paternity Leave Affect My Pension and National Insurance?

Paternity leave itself does not automatically change your workplace pension, but what happens to contributions can depend on your employer’s scheme rules. If you’re unsure, it’s best to check your contract and confirm with HR or your pension provider rather than relying on general guidance.

If you qualify for Statutory Paternity Pay, it’s paid through payroll and tax and National Insurance are deducted in the usual way. GOV.UK - Paternity pay and leave (Pay) To qualify for pay, GOV.UK says you must usually earn an average of at least £129 a week (before tax).

If you take unpaid leave or have periods where you are not paying National Insurance, you may be able to protect your record with National Insurance credits, which can help fill gaps for benefits including the State Pension. GOV.UK - National Insurance credits (Overview)

What Are Your Employment Rights While You’re on Leave?

You have the same employment rights as your colleagues while on paternity leave, which means you

• are entitled to any pay rises given while you are on leave

• will continue to accrue holiday days

• have the right to return to work when your paternity leave ends.

Is There Any More Support Available?

It’s natural to feel overwhelmed if you’re a first-time parent or having another child, but knowing what you can access may help relieve some of the pressure. Alongside paternity leave and pay, you may have other parental leave and support options depending on your situation:

• Unpaid time off to attend two antenatal appointments with your partner. Each block of time can be up to 6.5 hours. If you are an agency worker, you usually need to have been doing the job for 12 weeks first.

• Shared Parental Leave and Pay. If your partner is taking maternity leave (or getting maternity pay or Maternity Allowance), you may be able to share up to 50 weeks of leave and 37 weeks of pay. This can help you share caring responsibilities in the first year. From 6 April 2026, paternity leave can be taken after Shared Parental Leave, too.

• Statutory Neonatal Care Pay and Leave. If your baby needs neonatal care for 7 or more consecutive days, you may be able to take up to 12 weeks (in addition to other entitlements). For pay, Acas says you usually need 26 weeks’ continuous service and average earnings of at least £129 a week.

• Bereaved Partner’s Paternity Leave. If the mother or primary adopter dies within the first 12 months, you may be able to take up to 52 weeks of unpaid leave to care for your child (introduced 6 April 2026).

• You may be eligible for Child Benefit, Universal Credit and other financial support.

• Company paternity schemes. Your workplace may offer benefits like additional paternity leave or enhanced pay, so it’s worth checking what’s available.

What If You’re Adopting or Having a Baby by Surrogacy?

Whether you’re adopting, your partner is adopting or you’re having a baby via a surrogate, you may be eligible for paternity leave or pay so you have that special time to bond with and care for your child.

Adoption

For starters, once you’ve been matched with your child, you can get time off to go with your partner to two adoption appointments. You may also be eligible for paternity leave and pay.

The criteria are similar to that of standard paternity leave with one small change: You have to have worked continuously for your employer for at least 26 weeks in the lead-up to the so-called ‘matching week’:

• For UK adoptions ‘matching week’ is the end of the week you’re matched with a child

• For adoptions from overseas it is the date your child enters the United Kingdom or the day you want your leave or pay to start.

In the case of adoption, paternity leave can start:

• On the date your child is placed with you

• In the days after the date of placement (if agreed with your employer)

• In the case of overseas adoptions, on the date your child arrives in the United Kingdom (or an agreed number of days after this).

Paternity leave must be taken within 56 days following the date your child is placed with you, or – in the case of overseas adoptions – the date of your child’s arrival in the United Kingdom.

How to Claim

To claim paternity leave or paternity pay for local adoptions use government form SC4 or the form provided by your workplace. For paternity leave, you must submit the form within seven days of your partner or co-adopter being matched with a child. For paternity pay, submit the form at least 28 days before you want the pay to start. For overseas adoptions, use the SC5 form. The guidelines for when you need to advise your workplace in the case of overseas adoptions are described in detail on the form. Your workplace may not ask for proof of adoption for paternity leave, though sometimes they might. However, you will need to provide proof to get paternity pay. Proof can be a letter from your adoption agency or the matching certificate.

Shared Parental Leave and Pay for Adoptive Parents

Parents who adopt may also be eligible for shared parental leave and pay. The eligibility criteria for adoptive parents are a little different.

Surrogacy

If you have your child via a surrogate, the eligibility criteria for parental leave are the same as for birth parents. If you qualify, you can start your leave the day your child is born or the day after. You may be eligible for paternity pay if:

• You are in a couple with the other parent (married, in a civil partnership or living as partners)

• You’re responsible for the child together with your partner (you are the legal parent of the child and the child is living with you)

• You have been employed by your workplace continuously for at least 26 weeks by the end of the ‘qualifying week’ − the 15th week before the baby is due.

To claim paternity leave or pay, you’ll need to use the SC4 form that adoptive parents use. Some workplaces ask for a written statement (signed in front of a legal professional) confirming that you intend to apply for a parental order, which transfers legal rights from the birth mother to you and your partner, in the six months after your child is born.

The Big Picture

Taking time off to be with your baby is something many parents look forward to - and knowing your entitlements early can make planning much easier. A good first step is to use the GOV.UK calculator to check what you might be eligible for, including Statutory Paternity Leave and Statutory Paternity Pay. If you run into a workplace disagreement about timings or eligibility, it’s usually best to speak to your employer first and contact ACAS for guidance on resolving disputes. If there’s a dispute about your paternity pay, you can also contact the HM Revenue and Customs enquiry line. For more information on what benefits you may be eligible for, contact your nearest Jobcentre Plus. This article is for general information only and does not constitute legal advice. For advice specific to your circumstances, contact ACAS or a qualified employment solicitor.