Where your partner is pregnant or has had a baby you will be entitled to 2 weeks paid paternity/partners leave.
Paternity/Partners Leave grants a period of leave at or after the time of the birth. The purpose of the leave is to enable the secondary carer to be present at the birth of the child, to have time with the baby, to have time with the mother and to help with the care of other children in the family. The
Paternity/Partners Leave Policy also applies to the secondary carer (of either sex) when a couple adopt a child, to allow the secondary carer to provide support to the primary carer and give them time with the newly placed child and to help with the care of other children in the family.
The employee is entitled to paternity leave providing they: ?
- Have or expect to have responsibility for the child’s upbringing; ?
- Are the biological father to the child or the mother’s husband or partner (including same sex partner) or, in the case of adoption, be the adopter’s spouse or partner.
This policy will be revised periodically, giving due consideration to any legislative changes where necessary amendments may be made.
Ordinary Paternity Leave (OPL)
The employee can take either one week or two consecutive weeks OPL (not odd days).
The employee can start their leave on any day within 56 days of the date of birth/placement of their child. Or, if the child is born early, within 56 days after the first day of the expect week of birth.
The employee can start their leave on any day of the week but it cannot start before the actual birth/placement.
The length of the statutory paternity leave is unaffected by multiple births from the same pregnancy or if more than one child is adopted as part of the same placement.
Statutory Paternity Pay (SPP)
If the employee has less than 26 weeks’ continuous service with the Union by the 15th week before the expected week of their child’s birth/placement may be entitled to 2 weeks current rate of Statutory Paternity Pay (SPP) or 90% of their weekly salary, whichever is less.
Occupational Paternity Pay (OPP)
If the employee has at least 26 weeks’ continuous service with the Union by the 15th week before the expected week of their child’s birth/placement, they may be entitled to 2 Weeks full pay.
Notice Requirements
The employee is required to inform the Union of their intention to take paternity leave by the end of the 15th week before the baby is due (or where that is not practicable, as soon as is reasonably practicable).
In the case of adoption, the employee must notify the Union of their intention to take statutory paternity leave no later than 7 days after the date on which notification was received from the adoption agency of the match with the child.
If the child is being place from abroad, the employee must notify the employer of:
- The date the adoptive parent received official notification of the placement.
- The date on which the child is expected to enter the UK.
The notification must be done within 28 days of the adoptive parent receiving the official notification of the placement.
In order to notify the Union of the intention to take paternity leave, the employee will need to notify HR advising of: ?
- The week the baby is due/or expected to be placed. ?
- Whether the employee wishes to take one or two weeks leave. ?
- When the employee wants to start the leave.
This form will also ask the employee to confirm that they:
- Have or expect to have responsibility for the child’s upbringing.
- Are the biological father of the child or the mother’s husband or civil partner (including same sex partner) (or in the case of adoption be the adopter’s spouse or partner).
The employee can change their mind about the date on which they want the leave to start. They will need to inform the Union at least 28 days in advance.
Once the baby is born or the child has been placed for adoption, the employee should inform the Union of the date of birth or placement.
Time off to accompany expectant mothers for antenatal care
Introduced on 1st October 2014, an expectant father or the ‘partner’ of a pregnant woman has the right to take unpaid time off work to accompany expectant mothers to up to 2 antenatal appointments. ‘Partner includes the spouse or civil partner of the pregnant woman or a person in a long term relationship with her. In recognition of a positive work/life balance culture AberSU will allow a partner to use wellbeing hours or take unpaid time off to support any antenatal appointments.
Still births and miscarriages
The Union has sympathy and compassion for employees who experience a still birth or miscarriage at any stage in their pregnancy.
If the employee’s baby is still born during or after the 24th week of pregnancy they will be entitled to take all the statutory paternity leave and paternity pay outlined in sections 34.1, 34.2 and 34.3 above, if they were eligible to take those entitlements.
The Union understands that legislation does not deem a miscarriage prior to 24 as a birth and whilst they will not be entitled to paternity leave or pay, staff will be entitled to sick leave or pay as appropriate.
Contract Status
The employee is entitled to benefit from their normal terms and conditions of employment, except for terms relating to salary, throughout their paternity leave. The employee is entitled to return to the same job on the same terms and conditions following paternity leave, and is protected from suffering unfair treatment or dismissal for taking, or seeking to take, paternity leave.