Editor's message: Your organisation is under no obligation to pay employees full pay when they are on paternity leave, unless you have provided for this in the contract.
Instead, your employees are entitled to statutory paternity pay during the one or two-week statutory paternity leave period, provided that they meet the qualification and notification requirements. For example, there is a minimum earnings requirement to qualify for statutory paternity pay.
Some employers provide for contractual paternity pay on more generous terms than the statutory minimum. If your organisation does this, you can offset contractual paternity pay against your liability to pay statutory paternity pay, but only in respect of that particular week.
Clio Springer, senior employment law editor
The run-up to April is typically a busy time of year for HR professionals, with new employment legislation due to come into force. 2017 is no exception, with the most significant development being the introduction of the gender pay gap reporting duty for larger employers. However, there are a number of other key changes affecting all employers, regardless of their size.
Updated to include the new statutory paternity pay rate and lower earnings limit in force from April 2017.
Updated to include the proposed rate of statutory paternity pay and earnings threshold for 2017/18.
Updated to include the rate of the lower earnings limit for 2017/18.
Updated to include the proposed rate of statutory paternity pay for 2017/18.
Line manager briefing on paternity leave and pay, including eligibility for paternity leave and pay, employees' rights during and after paternity leave, and employees' choices with regard to scheduling paternity leave.
A quiz for line managers to test their knowledge on paternity leave and pay.
A table providing the rate of ordinary statutory paternity pay.
HR and legal information and guidance relating to paternity pay.