Statutory Paternity Leave Changes

Changes which take effect in April 2024 give employees more flexibility
Wed 24th Jan 2024

Rules around when and how employees can take statutory paternity leave have been relaxed to give employees a bit more flexibility.

The updated rules will apply to babies expected to be born after 6 April 2024 and children placed for adoption after 6 April 2024.

Changes to statutory paternity leave include:

  • allowing employees to take paternity leave at any point during the first 52 weeks of birth/placement (up from the current 8 weeks after the birth or placement);
  • allowing employees to split the leave into two one-week blocks (previously they had to take the leave in one single block of one or two weeks); and
  • giving more flexibility on notice requirements - employees now only have to give 28 days’ notice of when they intend to take paternity leave. (However, the general notification requirements for employees to tell their employer a) they’re having a baby, b) they’re planning to take paternity leave and c) the expected week of childbirth or placement still apply. This must be done before the end of the ‘qualifying week’).

The rate of statutory paternity pay has also risen as of April 2024 to £184.03 per week, in line with other statutory rates of pay.

Whilst these changes are welcome, they are not exactly earth shattering. That said, it’s an election year so watch this space.

For help and advice on this topic or related issues, please contact Emily Morrison by calling 01727 798106 or emailing emily.morrison@salaw.com.

Contact me

Use this form to contact Emily Morrison directly with details of your enquiry. It costs nothing to make an enquiry and it is entirely confidential.

Alternatively, you can email emily.morrison@salaw.com or call 01727 798106.

See our privacy notice to find out how we use and protect your data.

Name & Email
Message
Read SA Law's latest employment views & insights
Stained glass window Employment SA Law
Views & Insights
What is the ICO's Guidance on Biometric Technology in the Workplace?

Many banks and financial institutions are harnessing the use of biometric systems to have a positive impact on their customers, but what is the ICO’s…

Read More
SA Law Employment Laptop
Views & Insights
The Risks of Using Biometric Technology in the Workplace

Biometric technology has become a way for businesses to securely guard access to physical workplaces, online company networks, and sensitive data, but…

Read More
Stained glass window Employment SA Law
Views & Insights
The New Changes to Employment Law

Emily Morrison was asked by City A.M to comment on the new changes to employment law coming into force on 6th April, and discusses what businesses…

Read More
SA Law Employment Laptop
Views & Insights
What Changes will we see to Flexible Working Requests?

With employees being given the right to request flexible working from ‘day one’ of their employment, Chris Cook and Emily Morrison explain…

Read More
Stained glass window Employment SA Law
Views & Insights
Injury to Feelings: Vento Bands Increased

The President of the Employment Tribunals has confirmed an increase in the compensation bands (known as Vento bands) awarded for injury to feeling in…

Read More
SA Law Employment Laptop
Views & Insights
Introducing Fees in the Employment Tribunal and the Employment Appeal Tribunal

The Ministry of Justice has launched an open consultation on introducing fees in the Employment Tribunal and Employment Appeal Tribunal. The proposed…

Read More
Stained glass window Employment SA Law
Views & Insights
Managing The Menopause at Work

The menopause can have a big impact on the day to day lives of employees. It is a natural part of aging and typically happens to women between the ages…

Read More
Join our mailing list

Want our latest views & insight along with exclusive event invitations and much more sent directly to you? Discover our Knowledge Share newsletter

Read More

© SA LAW 2024

Every care is taken in the preparation of our articles. However, no responsibility can be accepted to any person who acts on the basis of information contained in them alone. You are recommended to obtain specific advice in respect of individual cases.