make your free paternity policy
what we'll cover
what is a paternity policy?
a paternity policy sets out an employer’s paternity leave provisions. paternity policies explain the statutory entitlement to paternity leave (or ‘pat leave’) and paternity pay.
this document is gdpr compliant.
when should i use a paternity policy?
use this paternity policy to inform employees and managers about:
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the statutory paternity leave regime
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who is entitled to uk paternity leave
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who is entitled to uk paternity pay
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the changes to uk paternity leave rules from april 2024
sample paternity policy
the terms in your document will update based on the information you provide
about paternity policies
learn more about making your paternity policy
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how to make a paternity policy
making a paternity policy online is simple. just answer a few questions and 2022世界杯32强抽签时间 will build your document for you. when you have all of the details prepared in advance, making your document is a quick and easy process.
to make your paternity policy you will need the following information:
employer details
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what is the employer's name?
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will the employer provide enhanced paternity pay?
if the employer offers enhanced paternity pay
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do employees need to have a minimum period of service before they are entitled to enhanced paternity pay?
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if so, how many months of service with the employer must employees have to be entitled to enhanced paternity pay?
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do employees need to remain employed with the employer for a minimum period of time after returning from paternity leave to be entitled to enhanced paternity pay?
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if so, how long after returning from paternity leave do employees need to remain employed to be entitled to enhanced paternity pay?
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other policies
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does the employer have any of the following policies in place:
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if so, are the policies available online?
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common terms in a paternity policy
paternity policies are used to notify employees and managers about an employer’s paternity leave provisions. as a result, this paternity policy template covers:
statement of policy and purpose of policy
this section sets out why the employer has adopted the paternity policy. it explains that the policy exists to ensure that all employees and managers are clear about:
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entitlements to paternity leave
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the process that should be followed for arranging leave, and
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the terms that apply during and after paternity leave
it also clarifies that the paternity policy does not form part of anyone’s employment contract and can, therefore, be changed at the employer’s discretion.
definitions
this section explains what certain defined terms, which are used throughout the paternity policy, mean. specifically, it clarifies that:
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‘expected week of childbirth’ means the week, starting on a sunday, in which a doctor or midwife expects the employee’s spouse, civil partner or partner to give birth
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‘partner’ means someone (whether of a different sex or the same sex) with whom the employee lives in an enduring family relationship, but who is not their parent, grandparent, sister, brother, aunt or uncle
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‘qualifying week’ means the fifteenth week before the expected week of childbirth
what is paternity leave and who is eligible to take it?
this section provides information on what paternity leave is (including its duration). it also sets out who is entitled to take paternity leave and highlights the right to take shared parental leave.
timing and length of paternity leave
this section provides more information on the duration of paternity leave and on when and how it can be taken. it covers the pre-april 2024 rules and post-april 2024 rules.
giving notice of your intention to take paternity leave
this section sets out how (and when) employees should give notice of their intention to take paternity leave. it covers the pre-april 2024 rules and post-april 2024 rules.
changing the dates of paternity leave or cancelling paternity leave
this section details how employees can change the dates of their paternity leave. this includes how paternity leave can be cancelled.
statutory paternity pay
this section details the right to paternity pay. it covers both statutory paternity pay and, if relevant, enhanced paternity pay and covers the rates at which paternity pay will be paid.
during paternity leave
this section covers how employees will be treated during paternity leave. this includes their employment contracts continuing as normal (apart from payment provisions) and when the employer may contact employees. it also identifies a contact person to whom any questions about paternity leave and/or pay should be addressed.
when you return to work
this section details employees’ return to work after paternity leave. it clarifies that employees are generally entitled to return to work in the same job and on the same terms as if they had not been absent. it also highlights when this is not the case. it further discusses how employees can request changes to their working patterns when they return to work.
rights to leave on adoption
this section highlights the rights of certain employees to take adoption leave or shared parental leave in relation to the adoption of a child.
data protection
this section details that the employer will process (eg use and store) employee personal data when managing employees’ paternity leave and pay entitlements. it highlights that any data will be processed under the employer’s data protection and security policy. it further explains that any inappropriate access or disclosure of personal data amounts to a data breach, which should be reported immediately and which may result in disciplinary action under the employer’s disciplinary procedure.
if you want your paternity policy to include further or more detailed provisions, you can edit your document. however, if you do this, you may want a lawyer to review or change the paternity policy for you to ensure it complies with all relevant laws and meets your specific needs. ask a lawyer for assistance.
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legal tips for making a paternity policy
consider whether you want to offer enhanced paternity pay
while employers need to pay statutory paternity pay, they don’t have to provide enhanced paternity pay. however, doing so is a good way for an employer to show their workforce that they are valued and it helps to retain talent. for more information, see the faq ‘what is enhanced paternity pay?’.
consider which other employment policies to adopt and implement
this paternity policy mentions several employment policies that you should consider making. these include:
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a parental leave policy - covering the right to take up to 18 weeks of unpaid parental leave before a child’s 18th birthday
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a shared parental leave policy - detailing the right that employees have to share time off work when a child is born
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an adoption leave policy - setting out the leave and pay rights that employees have when adopting a child
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a flexible working policy - covering the right to request flexible working arrangements
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a data protection policy - detailing how you process (eg handle and store) personal data (eg employees’ names, addresses and medical information). this document is essential for helping employers to demonstrate their compliance with data protection obligations
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an employee privacy notice - providing an easy-to-understand account of your data processing
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a disciplinary procedure - outlining how any workplace disciplinary issues will be handled
there are various types of employment policies that employers should consider making to support their workforces. some examples include:
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a sickness policy - detailing how sickness absences are handled and providing information about sick pay
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a maternity policy - setting out the right that certain employees have to take paid maternity leave
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a time off for dependents policy - detailing the right to take time off work to assist dependants if they’re involved in sudden or unexpected emergency situations
for more information on different employment policies, read hr policies and procedures. for more information on family-friendly rights and policies, read family leave and rights.
understand when to seek advice from a lawyer
ask a lawyer for help:
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changing an existing paternity leave policy that is contractually binding
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where allegations of discrimination are made in connection with paternity leave
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if this paternity policy doesn’t meet your specific needs
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if you want to offer more than 2 weeks of paternity leave
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paternity policy faqs
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what is included in a paternity policy?
this paternity policy template covers:
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what paternity leave is
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who is eligible for paternity leave
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when paternity leave can be taken
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relevant notification requirements
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statutory paternity pay (spp)
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whether you offer enhanced paternity pay and, if so, all relevant details
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rights during paternity leave
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returning to work after taking paternity leave
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why do i need a paternity policy?
adopting a paternity policy helps employees and managers to understand their rights and obligations in relation to paternity leave. it ensures employees are aware of their rights when they are about to become parents and provides assistance when they return to work after taking pat leave. having a paternity policy encourages equality and fairness within the workplace and helps retain employees.
for more information about different types of family leave, read family leave and rights.
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what is paternity leave?
paternity leave is a period of time during which certain employees are entitled to take time off work to care for their children. the purpose of paternity leave is for the employee to have time to care for and bond with their newborn during the early stages of parenthood.
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who can take paternity leave?
to qualify for statutory paternity leave, the employee must have or expect to have a least some responsibility for the child’s upbringing and must generally be:
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the child's biological parent (eg father)
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the partner of the mother or of a primary adopter (eg a spouse, civil partner, or other partner who lives with the mother in an enduring family relationship), or
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the child’s surrogate parent
in addition, they must:
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be employed
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have worked for their current employer for at least 26 weeks by:
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the 15th week before the child’s expected week of birth (for children by birth), or
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the week before the week in which the person or their partner is notified of having been matched with a child (for children being adopted)
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the employee must also abide by the statutory notification requirements. the length of notice that must be given and what information must be provided varies depending on, for example, whether a child is being born or adopted. this paternity policy covers the various notification requirements.
for more information, read paternity leave.
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when can paternity leave be taken?
for paternity leave taken for a child whose expected week of childbirth starts on or before 6 april 2024 (or, in adoption cases, where the expected date of placement is before 6 april 2024), paternity leave must be taken within 56 days of the birth of a child (or the expected date of birth if the child is born early).
paternity leave taken for a child whose expected week of childbirth starts after 6 april 2024 (or, in adoption cases, where the expected date of placement is on or after 6 april 2024) can generally be taken between the child’s date of birth or placement for adoption and the end of 52 weeks after that day.
for more information, read paternity leave.
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how long is paternity leave?
statutory paternity leave allows qualifying employees to take up to 2 weeks off work. employees can choose to either take 1 or 2 weeks of paternity leave.
for paternity leave taken for a child whose expected week of childbirth starts on or before 6 april 2024 (or, in adoption cases, where the expected date of placement is before 6 april 2024), paternity leave must be taken in one block. this means that if an employee wishes to take 2 weeks of paternity leave, they must take all of their leave in one go.
paternity leave taken for a child whose expected week of childbirth starts after 6 april 2024 (or, in adoption cases, where the expected date of placement is on or after 6 april 2024) may be taken in one block or in 2 separate one-week blocks.
employers may also offer enhanced (ie 'contractual') paternity leave that lasts longer than 2 weeks. if an employer offers this, it should clearly be recorded in their paternity policy.
for more information, read paternity leave.
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what are an employee's rights and obligations during paternity leave?
during paternity leave, an employee’s employment contract continues except for their pay entitlement. all other benefits must continue as normal. employees must not be dismissed or subjected to any detriment for taking or requesting paternity leave. for example, an employee who has requested paternity leave must not be bullied or harassed or ignored for promotions as a result of their leave request.
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what is statutory paternity pay?
when the pat leave starts, qualifying employees are entitled to statutory paternity pay (spp). as of 7 april 2024, this is the lower of £184.03 a week or 90% of the employee’s average weekly earnings.
to qualify for spp, employees must:
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be employed by their employer up to the date of birth
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have at least 26 weeks of continuous service by the end of the 15th week before the expected week of childbirth (this is known as the 'qualifying week')
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earn at least £123 a week before tax (this is the statutory ‘lower earnings limit’ which may change annually), and
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give the correct notice
for more information, read paternity leave.
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what is enhanced paternity pay?
enhanced paternity pay (also known as ‘contractual paternity pay’) is the employer’s own paternity pay scheme which goes above and beyond the statutory requirements. for example, employers may pay enhanced paternity pay at 100% of employees’ usual wages for the duration of paternity leave.
enhanced paternity pay does not need to be paid for the whole of an employee’s paternity leave.
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