Appendix 3 - Paternity Policy

Eligibility

You will be eligible for paternity leave and pay if you:

  • are the father of the child or the husband or partner of the mother (including same-sex partner);

  • have worked for the Company for a minimum of 26 weeks by the ‘notification week’ (i.e. the end of the 15th week before the expected week of childbirth (EWC)) or, for adoption paternity leave, by the end of the week in which the child’s adopter is notified of matching;

  • have or expect to have responsibility for the upbringing of the child if you are the father or;

  • expect to have the main responsibility for the upbringing of the child if you are the mother’s husband or partner but not the child’s father;

  • have given the correct notice

Duration Of Paternity Leave

You can choose to take two one-week blocks or a single block of two weeks paternity leave (not occasional days) and you can choose to start your leave:

  • from the date of the child’s birth or adoption (whether this is earlier or later than expected); or

  • on a chosen day after the date of the child’s birth or adoption (whether this is earlier or later than expected); or

  • (in the case of birth) from a chosen date which is later than the first day of the EWC; or

  • (in the case of adoption) on a predetermined date that is later than the date on which the child is expected to be placed with the adopter.

Leave has to be taken within one year of birth/placement of adoption.

Only one period of leave will be available to you even if more than one child is born as the result of the same pregnancy, or you adopt more than one child.

Pay

During your paternity leave you may be entitled to statutory paternity pay (SPP) from the Company. SPP will be at the rate which is in force at the time. In this paragraph, Relevant Period means:

  • In birth cases, the eight-week period ending immediately before the 14th week before the Expected Week of Childbirth;

  • In adoption cases, the eight-week period ending immediately before the week in which you or your spouse, civil partner or partner were notified of being matched with the child.

If you take Ordinary Paternity Leave (OPL) in accordance with this policy, you will be entitled to ordinary statutory paternity pay (“OSPP”) if, during the Relevant Period, your average weekly earnings are not less than the lower earnings limit set by the government.

OSPP is paid at a prescribed rate which is set by the government for the relevant tax year, or at 90% of your average weekly earnings calculated over the Relevant Period if this is lower. For details of the current prescribed rate, please contact your Manager.

Notice

Paternity leave following the birth of a child:

You are required to inform the Company of your intention to take paternity leave in or before the 15th week before the EWC, unless this is not reasonably practicable. You are required to give a minimum of 28 days’ notice for each leave period. You will need to inform your Manager in writing of:

  • the week the baby is expected;

  • whether you wish to take one or two weeks’ leave;

  • when you want the leave to start.

You must inform the Company, in writing, as soon as is reasonably practicable after the child’s birth, of the date on which the child was born.

You may be required to give your Manager a signed declaration that you wish to take paternity leave to care for a child or support the child’s mother and that you satisfy the eligibility criteria as set out at the beginning of this policy.

If you have given notice of your intention to take paternity leave and wish to change the date that your paternity leave begins, you must give written notice 28 days before the new period of leave is due to start.

Contractual Benefits

You are entitled to your normal terms and conditions of employment, except for terms relating to wages or salary throughout your paternity leave. You may however be entitled to SPP for this period.

You will continue to remain bound by any obligations arising under your contract of employment.

Return To Work After Paternity Leave

You are entitled to return to the same job following no more than two weeks’ paternity leave. If that is not reasonably practicable for the Company, then you are entitled to return to another job which is both suitable and appropriate in the circumstances.

You have the right to return:

  • with your seniority, pension rights and similar rights

  • on terms and conditions not less favourable than those which would have applied if you had not been absent.

You will not be subject to any detriment by the Company because you took or sought to take paternity leave.