Paternity/partner leave

Time off for antenatal appointments or adoption appointments

A prospective father or partner of a pregnant woman who will share the main responsibility for bringing up the child is entitled to unpaid time off to attend up to two antenatal appointments. Similarly a second adoptive parent is entitled to unpaid time off to attend up to two adoption appointments.

Taking time off to prepare for the child’s arrival

The University’s family leave schemes for new fathers/partners, in common with statutory schemes, are available only after the child is born or placed.  A prospective parent who wishes to take leave before the child is born or placed can use annual leave, flexible working, or unpaid leave for this purpose.

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In the first year after a baby is born, or child is placed, University employees who share formal responsibility with a new mother or adopter for the care of the child may be eligible for some or all of the following:

• Statutory Paternity Leave - up to 2 weeks to be taken either as a single block of 1 or 2 weeks, or 2 separate blocks of 1 week. The University enhances the statutory rate of pay up to the employee’s normal full rate of pay during these 2 weeks. 
• Oxford University Additional Paternity/Partner Leave (OUAPPL) - up to 10 further weeks of leave paid at the rate of full pay which can be taken in blocks of minimum 1 week, maximum 10 weeks. If the parent wishes to use the leave in multiple blocks, a maximum of 3 such blocks (each of a minimum of 1 week) is available. 
• Shared Parental Leave (ShPL) – a mother/primary adopter can choose to give up up to 50 weeks of their own leave and pay entitlement and share this with the other parent. A maximum of 24 weeks leave at the rate of full pay, 13 weeks statutory pay and 13 weeks unpaid leave can be shared. 

Where a combination of leave types (Statutory Paternity Leave and/or OUAPPL and/or ShPL) is taken, the maximum amount of leave that can be taken at the rate of full pay will be 26 weeks. Where Shared Parental Leave is being used, further leave which may be paid at a statutory rate of pay or unpaid, may be available through the statutory ShPL scheme, subject to eligibility.

Other forms of leave are also available including annual leave, additional annual leave, and statutory unpaid parental leave,  as well as flexible working options. See ‘support for your growing family’ below.

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In addition to Statutory Paternity Leave, OUAPPL and Shared Parental Leave there are other schemes to help you balance your work and family responsibilities. 

These include:

Flexible working

For example, requesting a change to your hours of work or requesting some hybrid working to facilitate pick up and drop off from childcare, or to take your child to medical and other appointments.
Find out more:  Flexible Working

The Additional Annual Leave scheme

This allows employees to apply for up to 10 days extra annual leave per year through a salary sacrifice arrangement.  This can help parents to make sure they have enough annual leave available for both family holidays and to take time off to deal with family-related issues such looking after a child who is ill or taking them to medical or other appointment, etc.
Find out more: Additional Annual Leave 

Statutory Unpaid Parental Leave 

All parents are entitled to up to 4 weeks' unpaid leave per year for each child up to the age of 18.
Find out more: Statutory Unpaid Parental Leave 

Emergency leave for dependants 

Very short periods of leave, which may be paid or unpaid, are available to deal with emergencies.
Find out more: Leave for other reasons

Carer's leave

If your child has a long-term health issue or disability you might also qualify for carer's leave.
Find out more: Carer's Leave

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