This policy outlines employees' entitlement to Paternity Leave (PL) and sets out the arrangements for taking it. The policy does not apply to agency workers or the self-employed.
No-one will be discriminated against or subjected to a detriment for taking leave in accordance with this policy.
This policy does not form part of any employee's contract of employment and we may amend it at any time.
The definitions which apply in this policy.
Partner:
Someone (whether of a different sex or the same sex) with whom you live in an enduring family relationship, but who is not your parent, grandparent, sister, brother, aunt or uncle.
Expected Week of Childbirth:
The week, beginning on a Sunday, in which their doctor or midwife expects your spouse, civil partner or partner to give birth.
Expected Placement Date:
The date on which an adoption agency expects that it will place a child into your care with a view to adoption.
The Chief Executive has overall responsibility for the effective operation of this policy and for ensuring compliance with the relevant statutory framework. The Chief Executive has delegated day-to-day responsibility for operating the policy and ensuring its maintenance and review to the Chief Operating Officer (COO).
Managers have a specific responsibility to ensure the fair application of this policy and all members of staff are responsible for supporting colleagues and ensuring its success.
An employee may take paid time off to accompany a pregnant woman to an antenatal appointment if they have a qualifying relationship with the woman or the child.
This means that either:
Please give as much notice of the appointment as possible. The employee must provide us with a signed statement providing the date and time of the appointment and confirming:
An employee may take time off to accompany a pregnant woman to up to two antenatal appointments in relation to each pregnancy.
An employee must not take more than six and a half hours off for each appointment, including travel and waiting time.
Time off to attend these appointments is paid.
If an employee wishes to take time off to attend further antenatal appointments, they should request annual leave.
Employees can take Paternity Leave in relation to the birth or adoption of a child.
You are entitled to Paternity Leave if you meet all the following conditions:
PL can be taken for up to a period of 8 weeks. The statutory entitlement is to 2 weeks PL, however ILF Scotland offer up to 8 weeks paid PL. This can be taken in up to four instalments of a maximum two weeks each and up to 365 days after the date of child’s birth or date of adoption.).
PL can be taken from the date of the child's birth or adoption placement, but must end:
If you wish to take PL in relation to a child's birth, you must give us notice in writing of your intention to do so and confirm:
You can state that your leave will start on:
You must give notice by the end of the 15th week before the expected week of childbirth (or, if this is not possible, as soon as you can).
We may require a signed declaration from you that you are taking PL for a purpose for which it is intended; namely, to care for the child or to support the child's mother in caring for the child.
If you wish to take PL in relation to the adoption of a child, you must give us notice in writing of your intention to do so and confirm:
You can state that your leave will start on:
When choosing a period of Paternity Leave, you must give us written notice at least 28 days before the chosen start date or no more than seven days after you and / or your spouse, civil partner or partner were notified of having been matched with the child (or, if this is not possible as soon as you can).
We may require a signed declaration from you that you are taking PL for a purpose for which it is intended; namely, to care for the child or to support your spouse, civil partner or partner in caring for the child.
Where you are to take PL in respect of a child's birth, you can give us written notice to vary the start date of your leave from that which you originally specified. This notice should be given:
Where you are to take PL in respect of a child's adoption, you can give us written notice to vary the start date of your leave from that which you originally specified. This notice should be given:
If you are unable to give us 28 days' written notice of the wish to vary the start of your leave as set out above, you should give us written notice of the change as soon as you can.
You can cancel a period of leave by giving us written notice, at least 28 days before the start date or as soon as you reasonably can.
You must give us written notice of the child's date of birth, or placement for adoption, as soon as you reasonably can afterwards.
If you take PL in accordance with this policy, you will be entitled to up to eight weeks’ full pay. Please note that this is payable at an enhanced rate, substantially above and inclusive of the statutory paternity pay (payable for only two weeks), set by the government.
You shall also be eligible for organisation PL, and associated pay, from day one.
All the terms and conditions of your employment remain in force during PL, except for the terms relating to pay. In particular:
During PL, annual leave will accrue at the rate provided under your contract.
If the holiday year is due to end during your absence on Paternity Leave, you should ensure that you have taken your full year's entitlement before your Paternity Leave starts.
Our holiday year runs from 1 April to 31 March.
