If an employee qualifies for ordinary statutory paternity pay will he be entitled to receive it if he is made redundant before he is able to take his ordinary paternity leave?
Does an employee due to take paid statutory ordinary paternity leave in an adoption situation still qualify for paternity pay if the employee leaves the employment before the leave is due to start?
Can an employer recover any ordinary statutory paternity pay that it pays out?
Does an employee have the right to return to the same job after ordinary paternity leave?
Which employees benefit from the new right to additional paternity leave?
Which employees qualify for additional paternity leave?
Is there a specific time period when additional paternity leave can be taken?
The right to additional paternity leave applies only to fathers or partners of mothers of children with an expected week of birth beginning on or after 3 April 2011 (or in an adoption situation, where the notification of the match with a child is on or after 3 April 2011, or where the child enters Great Britain on or after 3 April 2011, in relation to an adoption from overseas).
In a birth situation, an employee who qualifies for additional paternity leave can take between two and 26 weeks’ additional leave in the period that begins 20 weeks after the child is born and ends one year after the birth. The child’s mother’s period of maternity leave must have come to an end.
In an adoption situation, an employee who qualifies for additional paternity leave can take between two and 26 weeks’ leave in the period that begins 20 weeks after the child’s placement for adoption and ends one year after the placement. Additional paternity leave in relation to adoption from overseas must be taken in the period that begins 20 weeks after the child enters Great Britain and ends one year after that date. The employee’s partner’s statutory adoption leave must have come to an end.
If the child’s mother, or the other adoptive parent, dies in the first year of the child’s life, the additional paternity leave can begin at any time after the death and last until the child’s first birthday.
Additional paternity leave must be taken as one continuous period, in multiples of complete weeks.
The employee must give the employer at least eight weeks’ notice of his or her start and finish dates for the additional paternity leave.
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What information must an employee applying to take statutory additional paternity leave provide?
Must a mother’s employer obtain her consent before releasing information to her partner’s employer if her partner is applying for additional paternity leave?
Must a primary adopter's employer obtain his or her consent before releasing information to his or her partner's employer where the partner is applying for additional paternity leave?
Are employees entitled to be paid during additional paternity leave?
What information must an employee applying to take statutory additional paternity pay provide in a birth situation?
What information must an employee who is adopting a child from within the UK provide when applying to take additional statutory paternity pay?
How much notice of intention to take additional paternity leave and pay is an employee required to give?
How should an employer respond to an employee's notice of intention to take additional paternity leave and pay?
What are the possible consequences where an employer fails to confirm an employee's intended additional paternity leave dates?
Where an employee's wife or partner has given birth to twins, will he be entitled to two periods of additional paternity leave and pay?
Can an employee who has given notice of intention to take additional paternity leave subsequently change the start or end dates of the leave period?
Can an employee who has given notice of intention to take additional paternity leave subsequently cancel the leave period?
Does an employee still qualify for additional statutory paternity pay if the employee leaves the employment before the additional paternity leave is due to start?