Becoming a new dad is life-changing—and navigating finances during paternity leave can be tough. In the UK, Statutory Paternity Pay (SPP) offers vital income support so fathers can focus on their newborns without added stress. Starting this guidance helps you understand that from 6 April 2024 onward, this guide breaks down what SPP is, who qualifies, how to apply, and your rights every step of the way.
What Is Statutory Paternity Pay?
Statutory Paternity Pay (SPP) is a government-backed financial benefit available to eligible employees in England and the UK who become new fathers or partners, including a civil partner, of someone having a baby. It offers paid time off from work at either 90% of the employee’s average weekly earnings to support the early stages of parenthood.
The Purpose of SPP
SPP is designed to:
- Support bonding between the father or partner and the child
- Help share early childcare responsibilities
- Ease the financial pressure during time away from work
By providing a fixed income during paternity leave, it allows dads to be more present and involved without worrying about lost wages.
How Much Is Statutory Paternity Pay Rate?
As of the 2024/25 tax year, eligible employees receive:
- £184.03 per week or
- 90% of their average weekly earnings (whichever is lower)
SPP is typically paid in the same way as your wages—weekly or monthly—and is subject to tax and National Insurance deductions.
How Long Does It Last?
Eligible employees can take either:
- One week or
- Two consecutive weeks of paternity leave
Leave must be taken within 56 days of the child’s birth (or placement if adopting) and cannot be split into separate weeks.
Who Is Eligible for Statutory Paternity Pay UK?
Not every new dad automatically qualifies for Statutory Paternity Pay (SPP). To be eligible, you must meet certain criteria related to your employment status, earnings, and relationship to the child.
Employment Status
You must:
- Be an employee, not a freelancer or self-employed
- Have worked continuously for your employer for at least 26 weeks by the 15th week before the baby is due (or the week you’re matched with a child for adoption)
Earnings Requirement
You must earn at least the Lower Earnings Limit (LEL)—currently £125 per week —before tax in the 8 weeks leading up to the qualifying week.
Relationship to the Child
You must be one of the following:
- The biological father
- The mother’s partner (including same-sex partners)
- The child’s adopter or the partner of the adopter
- The intended parent (if using a surrogate)
Other Conditions
You must also:
- Be taking time off to care for the child or support the mother
- Provide the required notice and declaration to your employer
If these conditions are not met, you may be denied SPP but could still be eligible for unpaid paternity leave.
How to Apply for Statutory Paternity Pay?
Applying for SPP is straightforward, but you must act within the required timelines and provide accurate details.
Step 1: Notify Your Employer
You must inform your employer at least 15 weeks before the baby is due (or within 7 days of being matched with an adopted child) regarding your statutory adoption pay and statutory adoption leave, which you can take at any time within 52 weeks of the birth.
- The expected date of birth (or placement)
- When you want your leave to start
- Whether you want one or two weeks off
This is usually done using form SC3 (available on GOV.UK), but employers may have their own version.
Step 2: Confirm Eligibility
Your employer may ask for proof of your eligibility. While you don’t need to provide a birth certificate, you must declare that you meet the requirements (e.g. relationship to the child, intended use of leave).
Step 3: Await Confirmation
Your employer should confirm your SPP and leave dates. If you’re not eligible, they must explain why within 28 days of your notice.
Also Read: Smarter Payroll Management for Growing Businesses
What Are Your Rights During Paternity Leave?
Taking SPP doesn’t mean sacrificing job security. UK employment law protects your position while you’re on leave.
Job Protection
You have the right to return to the same job after your paternity leave ends. Your employer cannot penalize you for taking time off.
Pay and Benefits
While on SPP:
- You continue to accrue holiday leave
- Your pension and other benefits must carry on as usual
- You are protected from unfair treatment or dismissal for taking leave
Flexible Working Requests
After your paternity leave, you can also request flexible working arrangements, such as reduced hours or remote work, to better balance family responsibilities.
How Much Is Statutory Paternity Pay?
Understanding the financial aspects of paternity leave is crucial for planning. Here’s what you need to know about the amount and duration of Statutory Paternity Pay (SPP) in the UK.
Payment Amount
For the tax year 2025–26, eligible employees are entitled to receive SPP at the following rate:
- £125 per week, or
- 90% of your average weekly earnings, whichever is lower.
This amount is subject to tax and National Insurance deductions and is typically paid in the same manner as your regular wages—weekly or monthly .
Duration of Leave
Eligible employees can take either:
- One week, or
- Two consecutive weeks of paternity leave.
It’s important to note:
- The leave must be taken in a single block; it cannot be split into separate weeks.
- The leave cannot start before the birth of the child.
- The leave must end within 56 days of the birth (or the due date if the baby is born early).
Some employers may offer more generous paternity leave terms, so it’s advisable to check your employment contract or company policy for any additional statutory paternity pay benefits.
Also Read: What Is EPS Payroll? And Why Missing It Could Cost You
Simplify Your Payroll. Stay Compliant. Focus on What Matters
At Direct Payroll, we take the stress out of payroll so you can focus on growing your business. From real-time HMRC compliance to seamless Statutory Paternity Pay (SPP) processing, we ensure your employees are paid accurately and on time, every time, including the required employer payment summary (EPS) and managing your national insurance contributions.
Whether you’re a startup or a growing enterprise, our tailored payroll solutions adapt to your needs, reduce admin overhead, and eliminate costly errors. Backed by expert support and powerful automation, Direct Payroll is your trusted partner for reliable, scalable payroll management. Contact us today!
Conclusion
With the right knowledge, new dads can step confidently into fatherhood, knowing Statutory Paternity Pay has their back. Understanding the system makes the journey far less overwhelming, from what SPP is and why it matters to who’s eligible, how to apply, and what rights you have.
If you think you qualify in Wales, Northern Ireland, or Scotland, don’t wait—talk to your employer and take full advantage of the extra rights and support you’re entitled to. This is more than just a policy; it’s your opportunity to be present, supported, and fully engaged in those first unforgettable weeks of your child’s life.
Frequently Asked Questions
What if I am ineligible for Statutory Paternity Pay?
If you are ineligible for paternity statutory pay, your employer must inform you of this in writing. However, you may still be entitled to take time off for the birth, such as through special leave, unpaid parental leave, parental leave, or using your vacation time.
Can I Take Paternity Leave if the Baby Is Stillborn?
Yes. If the baby is stillborn after 24 weeks of pregnancy, you’re still entitled to Statutory Paternity Leave and Pay, provided you meet the usual eligibility criteria.
Can I Change the Start Date of My Paternity Leave?
Yes, but only if you give your employer 28 days’ notice of the new date, where reasonably practical. Flexibility is possible, especially in cases of early or late births.
Can I Take SPP If I’m on a Zero-Hour Contract?
Possibly. You must still meet the earnings threshold (currently £125/week) and the continuous employment requirement. Even if hours vary, eligibility depends on actual earnings and length of service.
