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A Paternity Policy sets out how your company supports new fathers and partners when they welcome a child. It explains their right to time off, including up to two weeks of paid Paternity Leave under UK law, and details how to request this leave. The policy covers both biological fathers and those adopting children.

This policy helps employees understand their entitlements, including pay rates (usually 90% of average weekly earnings or the statutory rate), eligibility requirements, and notice periods. It also outlines additional benefits your company might offer beyond the legal minimum, such as enhanced pay or flexible return-to-work arrangements. Staff can typically take their leave any time within 56 days of the birth or adoption.

Put a Paternity Policy in place before your company starts hiring employees who might become parents. This gives your HR team clear guidelines to follow and helps employees understand their rights from day one. The policy becomes especially important when staff members announce they're expecting a child or planning to adopt.

Update your Paternity Policy regularly to reflect changes in UK employment law, particularly around statutory pay rates and eligibility criteria. Review it when introducing new company benefits, merging with other organizations, or expanding operations. Having a current policy helps prevent confusion, ensures legal compliance, and shows your commitment to supporting working parents.

• Basic Statutory Policy: Covers the minimum legal requirements for paternity leave and pay in England and Wales, suitable for small businesses
• Enhanced Benefits Policy: Offers above-statutory pay and longer leave periods, often used by larger companies to attract talent
• Integrated Family Leave Policy: Combines paternity provisions with other family-friendly policies like shared parental leave and flexible working
• Industry-Specific Policy: Tailored for sectors with unique working patterns, such as healthcare or construction, addressing shift work and cover arrangements
• International Company Policy: Aligns UK statutory requirements with global corporate standards while maintaining legal compliance

• HR Managers: Draft and maintain the Paternity Policy, process leave requests, and ensure compliance with UK employment law
• Expectant Fathers: Submit leave requests and follow policy procedures when planning time off for birth or adoption
• Line Managers: Help coordinate leave arrangements, manage team coverage, and support staff returning to work
• Legal Teams: Review policy content to ensure it meets current statutory requirements and company obligations
• Company Directors: Approve policy terms, especially for enhanced benefits beyond statutory minimums
• Payroll Staff: Process paternity pay and maintain records for statutory reimbursement claims

• Current Law Review: Check latest statutory paternity leave and pay rates from UK government sources
• Company Details: Gather information about existing leave policies, staff numbers, and industry-specific requirements
• Benefit Levels: Decide if offering enhanced paternity benefits beyond statutory minimums
• Notice Periods: Set clear timelines for leave requests and documentation requirements
• Eligibility Criteria: Define qualifying conditions aligned with UK employment law
• Return Procedures: Outline processes for managing work handovers and returning to duties
• Internal Review: Get sign-off from HR, finance, and senior management before implementation

• Eligibility Statement: Clear criteria for qualifying employees, including length of service requirements
• Leave Duration: Statutory entitlement of up to two weeks, plus any enhanced company offerings
• Pay Provisions: Statutory paternity pay rates and calculation methods, including any company enhancements
• Notice Requirements: Deadlines for leave requests and required documentation
• Leave Timing: Rules around when leave can be taken within 56 days of birth/placement
• Notification Process: Steps for formally requesting leave and providing proof of eligibility
• Return Arrangements: Procedures for resuming work and maintaining employment rights
• Policy Review: Frequency of updates and responsibility for maintaining compliance

A Paternity Policy differs significantly from an Adoption Policy, though both deal with parental leave rights. While they share some common ground in supporting new parents, their specific provisions and applications vary considerably.

• Leave Timing: Paternity leave must be taken within 56 days of birth, while adoption leave can start up to 14 days before placement
• Documentation Requirements: Paternity policies require proof of biological parenthood or partnership, whereas Adoption Policy needs matching certificates and agency confirmation
• Duration Options: Paternity leave is typically limited to two weeks, while adoption leave can extend up to 52 weeks
• Pay Structure: Paternity pay follows a fixed statutory rate, but adoption pay often mirrors maternity pay structures with higher initial rates
• Eligibility Criteria: Paternity requires proof of relationship to mother/child, while adoption focuses on primary adopter status and matching evidence