In all cases the employee must have, or expect to have, the main responsibility (apart from the birth mother/adopter) for bringing up the child, and intend to take time off to look after the child.
If an employee meets all of the above criteria and their contract of employment will continue for the whole period of the planned leave, they will qualify for the University’s contractual paternity pay scheme, under which an employee is entitled to receive up to two weeks’ pay paid at their normal full-rate of pay.
With effect from 1 January 2020 the University paternity leave scheme has changed. As long as an employee has started work with the University, as an employee, by the EWC they will be eligible for up to 2 weeks leave paid at the rate of full pay.
They will also receive statutory paternity pay if they were:
- employed by the University for at least 26 weeks by the end of the qualifying week (for adoptions, this is the week in which the adoptive parents receive notification that they are matched with a child)
- and earn a salary equivalent to the Lower Earnings Limit (LEL) or more (an amount set by the government) a week.
Any statutory paternity pay which is due is incorporated into the full pay paid by the University; it is not paid in addition to full pay.