New job, new baby: understanding UK paternity leave policy

Navigating paternity leave can be tricky for new fathers and employers alike – especially for employees who are first time parents, or new business owners who haven’t been through the process before.

This process is increasingly tricky when it comes to new starters at a business. While up to two weeks of statutory paternity leave is compulsory in the UK, employees do have to meet certain criteria to be eligible – and being recently recruited can pose an issue.

This article will explore paternity leave eligibility for new employees, including what to do if you’re a staff member who’s not entitled to statutory paternity leave, and tips on how to balance work responsibilities with new parenting duties.

What is the statutory paternity leave right for new employees?

Fathers who are eligible for statutory paternity leave (SPL) can get either one whole week or two continuous weeks of leave to look after their new baby. During this time, they will receive statutory paternity pay (SPP). SPP is either £184.03 per week or 90% of your average weekly earnings – whichever is lower (that said, there are employers that offer more generous paternity leave and pay than the statutory requirement). This leave can be taken at any time in the first year of the child’s life.

While SPL is a legal right, employees do need to meet certain criteria to be eligible for it. This is particularly tricky for new hires – if you want to take paternity leave and receive SPP, you must have worked for the same employer for 26 weeks by the end of the 15th week before the baby is due.

In simpler terms, you need to have started your job roughly around the time your partner got pregnant to be eligible.

What happens if an employee isn’t eligible?

Many employers will understand the emotional and financial strains of having a baby so, despite not being eligible for SPP or SPL, they may choose to work out a way for new employees to take some time off anyway.

This time off is most likely to be granted through unpaid leave or annual leave. From an employer point of view, it’s a good idea to have a policy in place for such scenarios before they crop up. You could put this policy in your staff handbook, noting the need for employees to talk to their manager or HR staff in this scenario, and ensure you have an alternative plan in place that HR can explain to expectant dads who are also new starters.

From an employee point of view, don’t worry – it’s likely that your employer will try to support you in one way or another. Using annual leave for this period will mean you get full pay while taking time off to support your partner and new baby or, if you can afford to, taking unpaid leave will mean you still get some precious time at home.

You could also ask your employer whether they operate a holiday purchase scheme that could allow you to buy more annual leave later in the year to give you more time off once you’ve passed your probationary period.

How to balance starting a new job and having a baby

There’s no denying that having a baby and starting a new job are two of the most stressful times of life. However, such job changes can be for the best in the long run or perhaps you didn’t have much of a choice, so try to make the best of the situation and keep a positive mindset.

When expecting a baby, remember to let your new employer know as soon as possible so that they can prepare for the fact that you will want to take leave, and may be in need of more flexible working arrangements.

Here are some tips to help you balance your new job with caring for your new baby:

• Avoid taking on any overtime that isn’t vital to your financial stability
• Check whether flexible working is available to you while you and your partner adjust to having a new baby – for example, having to commute fewer times each week will save money and allow you to have extra time at home
• If you aren’t eligible for SPL, see whether you could work consolidated hours for a short period of time – this means working fewer days but with longer hours each day – enabling you to spend more days with your family. This won’t suit every new parent, but could work for some

Some new employees may feel ‘bad’ asking for paternity leave so soon after starting a new role. Having a baby is a pivotal moment in anyone’s life, and no one should feel any guilt for asking to have some time at home with their new family.

How to support a new hire who’s getting ready for a new baby

From an employer point of view, being supportive of a new recruit who’s about to welcome a baby into their family is a great way to show the new employee that you care about your staff. While they may not be eligible for SPP and SPL, there are policies that employers can implement that will still help the new parent.

Examples include:

• A company-wide paternity leave policy that all staff are eligible to, regardless of time worked at the business. For example, you could offer two weeks’ off at full pay for all employees who need paternity leave
• Flexible working or consolidated hours
• Reduced hours for a short period of time
• Allowing new employees to use annual leave or unpaid leave when their baby is born

Such policies aren’t compulsory for business owners to implement, but putting measures in place that support all staff will make them feel valued and increase the chances of talent retention.

Remember, employees increasingly value work-life balance and want to work for employers that understand this. While it’s tempting to react to leave requests from new starters with frustration, having a baby is a hugely significant event in a person’s life, and it’s natural that they’ll prioritise supporting their partner and child over getting their work done. Be patient and supportive of this in all of your communications with your staff.

Final thoughts

Having a baby around the same time as starting a new job can be hugely overwhelming. From an employer’s perspective, supporting staff regardless of their length of tenure is a great thing to do if you are in a position to do so – and even if the finances don’t work out, there are many policies to consider to alleviate strain on the employee, such as flexible working.

Remember, put your policy for this scenario in your staff handbook and have a plan in place with HR should this situation arise.

Kirstie Pickering - business journalist

Kirstie is a freelance journalist writing in the tech, startup and business spaces for publications including Sifted, UKTN and Maddyness UK. She also works closely with agencies to develop content for their startup and scaleup clients.