Ordinary paternity leave and Ordinary Statutory Paternity Pay can be taken by employees to help care for a baby or support the mother in the first few weeks after the birth of a child.
These rights apply to employees, regardless of the hours they work, provided that they satisfy the following conditions:
To qualify for OSPP your employee must confirm the date of birth of the newborn child. You can ask for this in writing.
An employee must tell you that he wants to receive OSPP at least 28 days before he wants his OSPP to begin or as soon as is practicable. Where an employee is entitled to both pay and leave, the notice given for leave by the 15th week before the week the baby is due can count for pay as well.
An employee can change the date on which he wants his leave to start (but not the length of the leave he is taking) as long as he gives you the required notice.
A qualifying employee is entitled to paid leave if his baby is stillborn after 24 weeks of pregnancy.
If the baby is born alive at any point in the pregnancy but dies later, the employee will be entitled to paid paternity leave in the usual way.
The employee is not obliged to give you any medical evidence of the pregnancy or birth (unlike the obligation on the mother to provide medical evidence to claim Statutory Maternity Pay).
As part of the conditions that must be met for an employee to qualify for OSPP, the employee's average weekly earnings must be:
The employee's average wage is calculated automatically from the last 8 weeks pay recorded on Payroll Management and the qualifying week for OSPP. Both the QW and average wage are displayed automatically when you add the employee's OSPP data using the OSPP Employee Data Entry (Birth) option.
If a pay rise is awarded that would affect an employee who is on paternity
leave, or is about to start paternity leave, you must ensure that their
OSPP takes account of that pay rise. You must recalculate their average
weekly earnings if either their pay rise falls between the start of the
original set period and the end of the paternity leave, or if their pay
rise is before the start of the set period but you had not adjusted their