A paternity leave policy template is a structured document that defines how your organisation supports new fathers and partners before, during, and after the birth or adoption of a child — covering eligibility, pay, leave duration, and the return-to-work process. Getting paternity policy right matters more than most employers realise: it directly impacts retention, gender equity, and your ability to compete for talent.
Most paternity policies are an afterthought — a paragraph appended to the maternity policy that leaves managers guessing and employees underserved. This guide provides a standalone, comprehensive template you can adapt to any jurisdiction.
Key takeaways
- A complete paternity leave policy covers eligibility, notification, leave duration, pay, job protection, shared parental leave coordination, and return-to-work.
- Statutory paternity leave varies dramatically: UK offers 2 weeks, some countries offer months, and the US has no federal requirement.
- Pay provisions should specify statutory paternity pay and any enhanced company pay separately.
- The policy should address how paternity leave interacts with shared parental leave where that option exists.
- Job protection provisions must be explicit — paternity leave discrimination is a growing area of employment litigation.
Section 1: Purpose and scope
Template language:
This policy sets out [Company Name]’s approach to paternity leave for employees who are becoming fathers or partners. It applies to all eligible employees regardless of gender or sexual orientation and is designed to meet or exceed the requirements of [Applicable Act(s)]. Where local law provides greater entitlements, local law prevails.
Section 2: Eligibility
Paternity leave eligibility rules differ from maternity leave. Be precise about who qualifies.
Template language:
Employees are eligible for paternity leave if they:
- Are the biological father or partner of the mother/parent
- Have been employed for at least [X] weeks before the expected week of childbirth/adoption
- Are responsible for the child’s upbringing
- Have provided the required notification within the specified timeframe
Partners include civil partners, spouses, and individuals living with the mother/parent in a long-term relationship, as defined by [applicable legislation].
UK-specific: Employees need 26 weeks of continuous employment ending in the 15th week before the expected week of childbirth.
Section 3: Notification requirements
Clear notification timelines prevent last-minute scrambling for both the employee and the manager.
Template language:
Employees must notify their manager and HR of their intention to take paternity leave at least [15] weeks before the expected week of childbirth or the date of adoption. The notification should include:
- Expected date of birth or adoption placement
- Intended start date for paternity leave
- Duration of leave (number of weeks)
Confirmation of leave dates must be provided at least [X] weeks before the leave starts. Changes to dates require [X] weeks’ notice.
Section 4: Leave duration
Define the statutory minimum and any enhanced entitlement.
Template language:
Eligible employees are entitled to [2] consecutive weeks of paternity leave. Leave must start on or after the date of birth (or adoption placement) and be completed within [56] days of the birth/placement.
Where employees are also eligible for Shared Parental Leave, paternity leave does not reduce the shared parental leave entitlement.
Jurisdiction notes:
- UK: 1 or 2 weeks, must be taken within 56 days of birth.
- Australia: 2 weeks (or 4 weeks from 1 July 2025 under recent amendments) paid government PPL.
- US: No federal paternity leave. Some states (CA, NJ, WA, NY, etc.) provide paid family leave.
Section 5: Pay during paternity leave
Separate statutory pay from enhanced company pay clearly.
Template language:
During paternity leave, employees receive:
- Statutory paternity pay (SPP) at [90% of average weekly earnings or £[X] per week, whichever is lower]
- Company-enhanced paternity pay at [full pay for X weeks / X weeks at full pay]
Enhanced pay is [inclusive of / additional to] statutory pay. Pay is processed on the normal payroll cycle and subject to tax and National Insurance deductions.
Section 6: Job protection
Explicitly state that the employee’s job is protected during paternity leave.
Template language:
Employees on paternity leave are entitled to return to the same role on the same terms and conditions. Dismissal or detrimental treatment because of paternity leave or the intention to take paternity leave is prohibited under [Applicable Act].
Section 7: Shared parental leave coordination
Where shared parental leave (ShPL) is available, explain how the two types of leave interact.
Template language:
Employees who take paternity leave may also be eligible for Shared Parental Leave and Pay. Paternity leave is separate from Shared Parental Leave and does not reduce the total shared entitlement. Employees are encouraged to discuss their preferred leave pattern with HR early in the pregnancy to plan coverage.
Section 8: Adoption leave interaction
If the child is adopted rather than biological, explain the alternative provision.
Template language:
Employees adopting a child may be eligible for adoption leave instead of paternity leave. The primary adopter is entitled to [X weeks] of adoption leave. The partner of the primary adopter is entitled to paternity leave as set out in this policy.
Section 9: Return to work
Template language:
Employees returning from paternity leave will attend a return-to-work discussion with their line manager within [3] working days. The discussion will cover:
- Any changes to the team, role, or reporting structure
- Ongoing support needs
- Flexible working options
Employees may request a phased return, flexible working hours, or remote working arrangements following paternity leave.
Section 10: Anti-discrimination provisions
Make clear that taking paternity leave will not affect career progression.
Template language:
Taking paternity leave will not affect an employee’s eligibility for promotion, training, or any other employment benefit. Managers are prohibited from considering paternity leave usage in performance reviews, bonus calculations, or succession planning decisions.
Downloadable paternity leave policy checklist
- Purpose and scope with statutory references
- Eligibility criteria clearly defined
- Notification timelines and process specified
- Leave duration stated with statutory minimum
- Pay provisions separated into statutory and enhanced
- Job protection provisions explicit
- Shared parental leave coordination addressed
- Adoption leave alternative explained
- Return-to-work process documented
- Anti-discrimination provisions included
- Policy owner and review cadence established
Leave Balance handles paternity leave tracking, pay calculations, and shared parental leave coordination across jurisdictions — so new fathers get the time they need and HR gets one less manual process.
Frequently asked questions
How long is paternity leave in the UK?
Eligible employees can take 1 or 2 weeks of paternity leave. The leave must be taken within 56 days of the birth or adoption placement. Statutory Paternity Pay is available for the full duration.
Do both parents get paternity leave?
Paternity leave is for the father or partner. The primary carer takes maternity or adoption leave. In jurisdictions with shared parental leave, both parents can share the total leave entitlement between them.
Can paternity leave be taken in separate blocks?
In the UK, paternity leave must be taken in one block of 1 or 2 weeks. It cannot be split into non-consecutive periods. Shared parental leave, by contrast, can be taken in discontinuous blocks.
Is paternity leave paid?
In the UK, Statutory Paternity Pay covers the full 1 or 2 weeks at 90% of average weekly earnings or the flat rate, whichever is lower. Many companies enhance this to full pay for the duration. In the US, there is no federal paid paternity leave.
Can an employee be dismissed for requesting paternity leave?
No. Dismissal or detrimental treatment because of paternity leave is prohibited and constitutes automatic unfair dismissal and, in many cases, sex discrimination. Employers should treat paternity leave requests with the same formality as maternity leave.
This article is general information, not legal advice. Consult qualified employment counsel for jurisdiction-specific guidance.