UK 2026/27 · For new fathers and partners
UK Statutory Paternity Pay 2026/27
The UK paternity leave system was overhauled in April 2024 — you can now split your 2 weeks into two non-consecutive blocks and take them anywhere in the first 52 weeks. Most fathers I've placed candidates with don't realise the new flexibility. Here's the complete guide for 2026/27.
How SPP works in 2026/27
- • Length: 1 or 2 consecutive weeks of paternity leave (you choose).
- • Pay: £187.18/week or 90% of average earnings (whichever is lower).
- • When: any time within the first 52 weeks after the birth or adoption (since April 2024 — was previously 56 days).
- • Splitting: can be split into two non-consecutive 1-week blocks (since April 2024 — was previously a single continuous block).
- • Notice: 28 days for each block of leave.
The April 2024 changes were significant — they finally caught up with how families actually use paternity leave (some at birth, some when partner returns to work, some during nursery transitions). Use the flexibility.
Eligibility
You qualify for SPP if all four are true:
- ✓ Relationship: biological father, partner of the mother/adopter, or person with parental responsibility (regardless of marital status, sexuality, or biological relationship).
- ✓ 26+ weeks service with your employer by the end of the qualifying week (15 weeks before due date for birth; 1 week after the matching date for adoption).
- ✓ Average weekly earnings ≥£125 (the LEL for NI in 2026/27).
- ✓ Notice given: 28 days before each block of leave you intend to take, with form SC3 (birth) or SC4 (adoption).
If you don't qualify (less than 26 weeks service, sub-LEL earnings) you may instead qualify for unpaid parental leave (18 weeks per child, max 4 weeks/year) — or for self-employed partners, a small Maternity Allowance can sometimes apply.
Statutory vs enhanced — what employers actually offer
| Employer type | Typical paternity pay |
|---|---|
| Statutory only | 2 weeks at £187.18/week — most SMEs, retail, hospitality |
| Light enhancement | 2 weeks full pay — most mid-market UK employers |
| Standard enhancement | 2-4 weeks full pay — large UK corporates, professional services |
| Generous enhancement | 4-6 weeks full pay — Big 4, top banks, US tech UK offices |
| Best in market | Equal-to-maternity (same months at full pay) — civil service in some grades, US tech firms with progressive policies, some international firms |
On a £45,000 salary: statutory-only paternity = £374 over 2 weeks; "2 weeks full pay" = £1,731. Always check your employee handbook before announcing the pregnancy.
When to take it — three smart strategies
- 1. The traditional split: birth + return-to-work transition. Take 1 week at birth, then 1 week when your partner is going back to work and the baby starts settling into nursery / family arrangements. Most common usage I see.
- 2. The longer-arc split: 2 weeks at birth + parental leave later. Take both SPP weeks consecutively at birth, then use unpaid parental leave (18 weeks per child) selectively for school holidays, illness, etc. Best for families with strong financial buffer.
- 3. Stack with annual leave + bank holidays. 2 weeks SPP + remaining annual leave + 2-3 bank holidays = 4-5 weeks total off without using parental leave. Particularly good in late December (Christmas + New Year bank holidays). Requires planning months ahead.
Shared Parental Leave — the bigger lever for engaged dads
If both parents qualify, you can convert maternity/adoption leave into Shared Parental Leave (SPL) and split up to 50 weeks of leave + 37 weeks of pay between you. This is the route for fathers who want substantial time at home — far beyond the 2 weeks of SPP.
Take-up of SPL has been low (~3-5% of eligible families) for two reasons:
- • Pay differences: SPL pay matches SPP at £187.18/week unless your employer offers enhanced parental pay (most don't, even when they offer enhanced maternity).
- • Cultural pressure: still a meaningful career stigma at many UK employers despite legal protection. This is changing slowly.
Worth checking with your HR team: many employers added enhanced SPL after public pressure in 2024-25. If your employer offers matched enhanced maternity and SPL pay, taking SPL becomes very attractive financially.
If your employer gets it wrong
- • Refusing SPP for "business reasons" — illegal. SPP is reclaimed from HMRC by employers. Contact HMRC SPP enforcement (0300 322 9422).
- • Trying to make you take annual leave first — they can't. SPP is a separate statutory right.
- • Refusing the second 1-week block if you've split your leave — they must allow it as long as you've given 28 days notice.
- • Withdrawing benefits during paternity leave (private healthcare, gym, etc.) — illegal unless contractually permitted.
- • Expecting you to "make up" missed work after returning — illegal direct discrimination.
FAQs
- How much is UK SPP 2026/27?
- £187.18/week (or 90% of average earnings if lower). 2 weeks paid leave total. Many employers offer enhanced pay above this.
- Who qualifies?
- Father, partner, or person with parental responsibility. 26+ weeks employment, earnings ≥£125/week. Marital status doesn't matter.
- Can I split paternity leave?
- Yes — since April 2024, into two 1-week blocks taken anywhere in the first 52 weeks after birth/adoption.
- What's enhanced paternity pay?
- Employer top-up above SPP. Common at large UK employers (2 weeks full pay typical; 4-6 weeks at top employers).
- Can my employer refuse SPP?
- No — only if you don't qualify. SPP is reclaimed from HMRC. Affordability or business reasons are not valid grounds.
Sources: HMRC Statutory Paternity Pay Manual, Paternity and Adoption Leave (Amendment) Regulations 2024, Employment Rights Act 1996. This is general guidance, not legal advice. For individual disputes contact ACAS (0300 123 1100) or an employment solicitor.