When your partner gives birth, or you become a parent though adoption or surrogacy, you might be entitled to paternity leave and pay. If your baby needs neonatal care after birth, you could also get extra paid leave on top of any other leave you’re entitled to.
What is Statutory Paternity Leave?
Statutory Paternity Leave is the time you can take off to spend with your newborn baby.
You can take either one or two weeks’ leave. If you choose to take two weeks, you can take them together or separately. You get the same amount of leave even if you have more than one child (for example, twins).
A week of leave equals the number of days you normally work in a week. For example, if you work two days a week, one week of leave is two days.
Did you know?
Some employers have more generous paternity leave and pay schemes. This is called enhanced or contractual paternity leave. Check your employment contract for details or ask your employer.
Most agency and contract workers aren’t eligible.
Find out what your employment status is, so you know the rights you’re entitled to in our guide Different kinds of employment status.
Your paternity leave is in addition to your normal holiday allowance.
Your paternity leave cannot start before the birth. It must end within 52 weeks of the birth (or due date, if the baby is early). The start and end dates rules are different if you adopt.
Adoption and surrogacy: when paternity leave can start
Paternity leave can start on:
- the date of placement
- the child’s arrival in the UK (if adopting from overseas)
- the date of birth (or the day after if you’re working)
- a chosen date after birth or placement.
You must give your employer 28 days’ notice to change the start date.
Statutory Paternity Leave is paid – this is called Statutory Paternity Pay.
Do you qualify?
Check if you can get Paternity Leave or PayOpens in a new window using this tool on GOV.UK.
To qualify for Statutory Paternity Leave you must be the:
- child’s biological father
- child’s adopter or intended parent (if using a surrogate)
- child’s mother’s husband or partner (including same-sex partners).
You must also have been working for your employer for at least 26 continuous weeks by either:
- The end of the 15th week before the week of the due date or as soon as you possibly can.
- The end of the week that you are told you’ve been matched with your child for adoption (for UK adoptions). See GOV.UK for more details on adoptions within the UK and from overseasOpens in a new window
Paternity leave in Northern Ireland
You can get Statutory Paternity Pay for up to two weeks in a row, depending on how much paternity leave you take.
You must give your employer enough notice. Let them know in writing at least 15 weeks before the baby is due.
Find out more about paternity leave in Northern IrelandOpens in a new window on nidirect.
Neonatal care leave and pay
If you’re a working parent and your baby needs neonatal care after birth, you might be able to get additional paid leave, on top of any other leave you’re already entitled to, like maternity or paternity leave. Neonatal Care Leave is only available in England, Scotland and Wales.
To qualify for Neonatal Care Leave, you need to meet these requirements:
You must be an employee.
Your baby must be born on or after 6 April 2025.
At the time of your baby’s birth, you must be one of the following: the baby’s parent, intended parent (in the case of surrogacy), or the partner of the baby’s mother. You must also have or expect to have responsibility for raising the child. Similar rules apply if you are adopting.
Your baby must be admitted to neonatal care within 28 days of birth and must stay in neonatal care for at least seven continuous days. This seven-day period starts the day after your baby first receives neonatal care.
Neonatal Care Leave must be used to care for your baby.
The leave must be taken in blocks of a week.
Find out more about neonatal leave and pay on Working FamiliesOpens in a new window
New parents who qualify in England, Wales, Scotland and Northern Ireland now have the option to use Shared Parental Leave.
Shared Parental Leave allows you to share up to 50 weeks’ parental leave and 37 weeks’ pay with your partner.
As long as your employer agrees, you can even take the leave in up to three separate blocks instead of taking it all in one go.
This allows you to switch arrangements if you need to.
Do you qualify?
The child’s mother must give binding notice to end her maternity leave for either of you to qualify for Shared Parental Leave.
You can start your leave while the mother is still on maternity leave as long as binding notice has been given.
The eligibility criteria for Shared Parental Leave are the same as Statutory Paternity Leave.
Plus, during the 66 weeks before the week the baby is due (or the week you’re matched with your adopted child) your partner must:
- have been working for at least 26 weeks (they don’t need to be in a row)
- have earned at least £390 in total in 13 of the 66 weeks (add up the highest paying weeks, they don’t need to be in a row).
You might also qualify for Statutory Shared Parental Pay.
Find out more about Shared Parental Leave and PayOpens in a new window on GOV.UK including eligibility and how much you might be entitled
If you live in Northern Ireland, find out more about shared parental leave and payOpens in a new window on nidirect
You can also work up to 20 shared parental leave in touch, known as SPLIT days, without ending your shared parental leave or pay.
SPLIT days are like keeping in touch KIT days during maternity leave.
For more details on working during shared parental leaveOpens in a new window see Maternity Action.
Paternity pay
The rate of Statutory Paternity Pay and Statutory Shared Parental Pay is the lowest of:
- £187.18 a week
- 90% of your average weekly earnings.
It’s paid by your employer who will deduct tax and National Insurance contributions before paying it to you.
Statutory Paternity Pay
To qualify for Statutory Paternity Pay, you must have worked for your employer for at least 26 continuous weeks before:
- the 15th week before the baby is due
- the end of the week the adoption agency matched you with a child.
You also must be earning at least £125 a week before tax and continue to work for your employer until the child is born (or placed with you).
If you live in England, Scotland or Wales, find out more about Statutory Paternity PayOpens in a new window on GOV.UK
If you live in Northern Ireland, find out more about Statutory Paternity PayOpens in a new window on nidirect
You can get Statutory Shared Parental Pay if:
- you’re an employee or worker
- you qualify for Statutory Paternity Pay and your partner qualifies for Statutory Maternity Pay, Maternity Allowance or Statutory Adoption Pay.
The child’s mother must end her maternity pay or Maternity Allowance for either of you to qualify for Statutory Shared Parental Pay.
Find out more about Statutory Shared Parental PayOpens in a new window on GOV.UK
How to claim paternity leave and pay
Statutory Paternity Leave and Pay
To claim Statutory Paternity Leave and Pay, you must tell your employer that you’re going on paternity leave and requesting paternity pay at least 15 weeks before your baby’s due date.
If you’re adopting, you must tell them:
- 28 days before you want your paternity pay to start, or
- within seven days of being told by the adoption agency that you’ve been matched with a child for paternity leave.
You can download a claim form SC3 or SC4Opens in a new window on GOV.UK
You must tell your employer if you want to start Shared Parental Leave or Pay.
Your partner must apply to their own employer.
You must give your employer notice in writing if you want to start Shared Parental Leave or Pay.
Notice can be given at the same time if you qualify for both.
If you change your mind about dates or how much Leave and Pay you plant to take, you must give at least eight weeks’ notice before the start of any leave.
You can download an application form to apply for shared parental leaveOpens in a new window on GOV.UK
Protection from redundancy
If you’re an employee on maternity or adoption leave, you’re entitled to 18 months of protection from redundancy. You are protected from the date of your expected birth or date of adoption.
If you’re taking six weeks of continuous shared parental leave, you’re also protected for 18 months from redundancy. Find out what the law says about Pregnancy and maternity discriminationOpens in a new window on Acas.
If you think your employer is being unfair
If your employer doesn’t think they need to give you paternity pay, or you feel they’re not paying the right amount:
- find out if what’s happening at work is discriminationOpens in a new window on Citizens Advice. If you live in Northern Ireland, contact the ECNI for adviceOpens in a new window
- talk to your employer – you might be able to resolve it informally. If you’re not sure where to start, try speaking to your trade union or employers' rep if you have one – or for help on paternity leave rightsOpens in a new window visit Acas.
- if you’re unable to resolve the issue, you can make a written complaint – find out more on taking action about discrimination at workOpens in a new window on Citizens Advice.
For more help, you can contact:
If you don’t qualify for paternity leave and pay
- Consider taking annual leave or unpaid parental leave instead. For more details see our section on Ordinary parental leave
- Ask your employer if you can switch to a more flexible working pattern.
- If you’re self-employed, find out more about taking time off to help with a new baby on the DAD.info site.
Time off for antenatal appointments
You can take unpaid time off to go to two antenatal appointments if you’re:
- the baby’s father
- the spouse or civil partner
- in a long-term relationship
- an intended parent in a surrogacy arrangement.
You can take up to 6.5 hours per appointment. Your employer may allow more.
If you’re a permanent employee, you can take this leave straight away.
Agency workers must have been in the job for 12 weeks to qualify.
Ordinary parental leave
Parents can take unpaid time off work to care for their children. This is called ordinary parental leave.
It’s separate from other types of leave like:
- maternity, paternity, adoption, or shared parental leave
- neonatal care leave
- paid holiday.
Parental leave is usually unpaid, but some employers may offer pay. Check your contract to be sure.
Parents might use this leave to:
- cover childcare disruptions
- spend more time with their child
- manage school holidays or sick days
- attend school events
- help with new childcare arrangements
- visit family together.
Find out about taking ordinary parental leaveOpens in a new window on Acas.