The short answer
- Up to two weeks of paternity leave, taken together or as two separate weeks.
- Pay of £194.32 a week, or 90% of your average weekly earnings if that is less.
- Leave is a day-one right from 6 April 2026; pay needs 26 weeks’ service by the 15th week before the due week.
- Must be taken within 52 weeks of the birth or adoption.
Who can take paternity leave
You can take paternity leave if you are an employee and you are:
- the baby’s biological father;
- the mother’s husband, wife, civil partner or partner;
- the partner of the main adopter, or the other intended parent in a surrogacy arrangement.
You must also be taking the time off to support the mother or care for the baby, and expect to have responsibility for bringing up the child. The same rules apply to same-sex couples.
What changed in April 2026
- Leave
- 26 weeks' service needed
- Pay
- 26 weeks' service needed
- After shared parental leave
- Not allowed
- Leave
- Day-one right
- Pay
- 26 weeks' service still needed
- After shared parental leave
- Allowed
The changes come from the Employment Rights Act 2025 and apply to leave starting on or after 6 April 2026. A new starter can now take two weeks off when their baby arrives without risking their job, but they may not be paid for it unless their employer chooses to pay.
How paternity pay is worked out
To get Statutory Paternity Pay (SPP), you also need:
- average weekly earnings of at least £129 in the eight weeks before the qualifying week;
- to still be employed by the same employer up to the birth.
SPP is the lower of £194.32 or 90% of your average weekly earnings. Unlike maternity pay, there is no higher first period: every week is paid at the same rate.
- 90% of earnings£605.77
- Statutory rate£194.32
- SPP a week: the lower of the two£194.32
What you lose at different salaries
| Salary | Normal pay for 2 weeks | SPP for 2 weeks | Pay lost |
|---|---|---|---|
| £10,000 | £384.62 | £346.15 | £38.46 |
| £15,000 | £576.92 | £388.64 | £188.28 |
| £25,000 | £961.54 | £388.64 | £572.90 |
| £35,000 | £1,346.15 | £388.64 | £957.51 |
| £50,000 | £1,923.08 | £388.64 | £1,534.44 |
| £75,000 | £2,884.62 | £388.64 | £2,495.98 |
Only those earning less than about £11,227 a year get 90% of their pay; everyone else gets the flat rate. After tax and National Insurance the gap is a little smaller, because SPP is taxed like normal pay.
When to take it
- Leave can start on the day of the birth or any day after, but not before.
- Since April 2024 you can take the two weeks as one block or as two separate weeks.
- All of it must be taken within 52 weeks of the birth, or of the child joining the family through adoption.
- You can choose a start date, or say it starts a set number of days after the birth.
Many partners take one week straight away and save the second for when the mother returns to work or a grandparent stops helping. Taking holiday as well can extend the time you are off on full pay.
Notice and paperwork
- 15 weeks beforeGive notice of your entitlement
Tell your employer the due date and that you want paternity leave, by the end of the 15th week before the due week.
- 28 days beforeConfirm each week
Give at least 28 days' notice of the dates for each week of leave. You can change dates with 28 days' notice.
- For payForm SC3
Most employers ask for form SC3, or their own version, to confirm you qualify for SPP.
For adoption, notice runs from the date you are matched with a child.
Employer paternity schemes
Many employers pay more than SPP, often full pay for the two weeks. Some offer extra weeks of paid leave. These schemes are set out in your contract or staff handbook.
- SPP: 2 × £194.32£388.64
- Employer top-up£1,149.82
Enhanced pay may need longer service than the statutory scheme, or require you to return to work for a period afterwards.
Ways to get more time off
- Shared Parental Leave: the mother can end maternity leave early and share up to 50 weeks of leave and 37 weeks of pay with you. See the shared parental leave calculator.
- Annual leave: holiday can be taken next to paternity leave, subject to your employer agreeing the dates.
- Unpaid parental leave: up to 18 weeks per child before their 18th birthday, usually up to four weeks a year. A day-one right from April 2026.
- Antenatal appointments: you can take unpaid time off to go to up to two antenatal appointments.
- Time off for dependants: reasonable unpaid time off to deal with emergencies, such as a sudden illness.
If your baby needs neonatal care
Since April 2025, parents whose baby spends seven or more continuous days in neonatal care, starting within 28 days of the birth, can take up to 12 weeks of neonatal care leave on top of other leave. The leave is a day-one right; neonatal care pay, at the same rate as paternity pay, needs 26 weeks’ service.
This means paternity leave is not used up while your baby is in hospital, and you can take it later.
If you are self-employed
Paternity leave and pay are only for employees. Self-employed partners do not get Statutory Paternity Pay, though a self-employed mother may get Maternity Allowance. If your household income falls while you take time off, Universal Credit may help.
Three ways to plan your two weeks
- When
- Straight after the birth
- Good for
- Recovery, especially after a caesarean
- Watch
- No time saved for later
- When
- Birth, then a later week within 52 weeks
- Good for
- When a relative's help ends, or your partner returns to work
- Watch
- 28 days' notice for each week
A third option is to save both weeks for when your partner goes back to work, taking holiday at the birth instead. That gives the baby more time with a parent at home, but means the time at the birth is on holiday rather than paternity leave.
Paternity leave and holiday together
Adding holiday to paternity leave is the simplest way to get more time at home on full pay. A full-time employee with 28 days of holiday who adds a week of annual leave to two weeks of paternity leave gets three weeks off, one of them on full pay.
- Two weeks of SPP£388.64
- One week of holiday at full pay£673.08
Your employer must agree holiday dates, so book early.
Adopters and surrogacy
When a couple adopts, one partner takes adoption leave and the other can take paternity leave, whatever their sex. Notice runs from the date you are told you have been matched with a child. For adoption from overseas, leave runs from the date the child arrives in the UK.
Intended parents in a surrogacy arrangement can also get paternity leave and pay, if they expect to apply for a parental order and meet the usual service and earnings tests.
Your rights while on leave
- You keep all your contractual rights except pay, such as holiday building up and a company car.
- You return to the same job after paternity leave.
- You must not be treated unfairly, dismissed or selected for redundancy because you took or asked for the leave.
- Your employer must keep paying pension contributions based on your normal pay while you get SPP, under most schemes.
If you think you have been treated unfairly, raise it with your employer first, then contact Acas for free advice. There are strict time limits for employment tribunal claims, so act promptly.
Paternity pay and other benefits
SPP counts as earnings for Universal Credit, so a lower payment that month can mean slightly more UC. A new baby adds a child element to the award. The family may also be able to claim:
- Child Benefit, at £27.05 a week for a first child;
- a Sure Start Maternity Grant of £500 for a first child, if you get certain benefits (England and Wales);
- Healthy Start vouchers, for help with milk, fruit and vegetables on a low income.
See the Child Benefit calculator.
Budgeting for your time off
On statutory pay alone, a partner earning £35,000 gets £388.64 for two weeks instead of £1,346.15: £957.51 less before tax. After Income Tax and National Insurance the gap is smaller, roughly £690 for a basic-rate taxpayer, but still a noticeable dip in one month’s pay.
Ways to soften it:
- Check your employer’s policy: many pay full pay for paternity leave.
- Use holiday for part of the time at home.
- Take the two weeks in different months, so the drop is split over two pay periods.
- Claim Child Benefit straight away, and check Universal Credit if your income is low.