This document outlines the paternity leave policy at the University. It states that employees are entitled to take one or two weeks of statutory paternity leave if they meet the eligibility requirements of having 26 weeks of service, continuing to work up until the baby's due date or birth, and being responsible for the baby's care. The first week of leave is paid at full pay and the second week is paid at the statutory rate. Employees must provide notice to HR between 15 weeks before the due date or as soon as possible of their intent to take leave, the expected week of birth, and their planned start date, which can be changed with 28 days notice.

1. Paternity Leave Policy
The Employment Act 2002 introduced statutory paid paternity leave rights to employees whose babies are
expected to be born or are born on or after 6 April 2003.
Eligibility
Employees are entitled to paternity leave if they:
have 26 weeks qualifying service (ending with 15th week before the baby is due) and continue to work from
the 15th week before the baby is due up to the date of birth, and
have or expects to have responsibility for the baby’s upbringing and is either or both the biological father of
his baby/the mother’s husband or partner 1, and
are taking the time off either to support the mother or to care for the new baby
The right to paternity leave is regardless of the hours worked. An employee still qualifies for paternity leave
and pay if the baby is stillborn after 24 weeks of pregnancy.
Length of Paternity Leave
Employees can choose whether to take either one week or two consecutive weeks paternity leave; this cannot be
taken as odd days or two separate weeks.
Leave can only start from the actual date of birth. It can start on any day of the week, as long as the required
notice has been given. It must be completed within 8 weeks of the actual date of birth or from the first day of
the expected week of childbirth, whichever is the later.
Paid Paternity Leave
The University’s provision goes beyond the statutory provision and provides for full pay for the first week and
statutory paternity pay for the second week.
Procedure
1.
The employee must inform Human Resources that:
he intends to take paternity leave – this must be done by the end of the 15th week before the baby is due, or
if this isn’t possible, as soon as is reasonably practicable,
the expected week of childbirth,
whether he wishes to take one or two weeks leave, and
when he wants to start his leave. This can be from the date of the birth, from a chosen number of days or
weeks after the date of the birth, or from a chosen date. This date can be changed as long as 28 days notice
is given before the start of the leave, or as soon as practicable if the date of birth is earlier or later than
expected.
A form is available from Human Resources for the purpose of confirming the information above and your
eligibility. Your Head of School/Section should countersign this form.
2. The employee should inform Human Resources when his baby was actually born as soon as possible after the
birth.
1 partner is defined as someone who lives with the mother of the baby in an enduring family relationship but is not an immediate relative; it can include a female partner in a
same sex couple