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Paternity Pay

Employers may choose to enhance the statutory paternity pay provisions. If this is provided in the employee’s contract of employment he will be able to rely on the contractual enhancement. However, most enhancement provisions, and entitlements, are based on the statutory paternity pay (SPP) provisions.

In order to receive paternity pay the employee needs to provide certain information to his employer, which includes:-

  1. The name of the person claiming the statutory paternity pay, and
  2. The expected week of the birth of the child AND when the birth has already happened the date of the birth, AND
  3. The date from which it is expected that the statutory paternity pay will begin, AND
  4. Whether the period chosen in respect of which statutory paternity pay is to be payable is a week.

In addition, before being entitled to paternity pay the employee must have been in reciept of normal weekly earnings for the period of 8 weeks ending with the "relevant " week of at least £113 (since April 2017. Between April 2016 and April 2017 the relevant figure was £112 per week).  Furthermore, the employee must have been continuously employed by the employer for at least 26 weeks.

The statutory paternity Pay (SPP) is payable for either 1 week or 2 consecutive weeks. 

From April 2017 the rate has been £140.98 (or 90 % or weekly earnings is that figure is lower).

From April 2016 the rate was £139.58 per week.

From April 2015 the rate of SPP was also £139.58 per week.

From April 2014 the rate was £138.18 per week.

The rules prior to April 2015 the rules allowed for an "additional paternity leave" period. However, that was repealed with the introduction of the new rights established under the Shared Parental Leave scheme.

Shared Parental Leave

The Government has introduced the right of parents to split the period of leave. This effectively works as an opt-out system from Maternity Leave. The parents are able to split the leave between them, subject to giving various notices to their respective employers, and subject to various qualifying criteria.

Employers should manage the SPP, and statutory paternity leave (see link), and any provisions for enhancement, through a paternity leave and pay policy (PAYG Paternity Leave Policy). 


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