Paternity Leave and Shared Parental Leave: A Practical Guide for Partners (England, Scotland and Wales)

The first year with a new baby goes more smoothly when both parents know what time off is available. Paternity Leave gives a partner up to two weeks after the birth, and Shared Parental Leave lets parents divide a much longer period between them. This guide summarises both, using GOV.UK’s guidance for England, Scotland and Wales. GOV.UK’s paternity guidance notes that different rules apply in Northern Ireland, so readers there should check nidirect.

Paternity Leave: up to two weeks

An eligible partner can take up to 2 weeks’ Paternity Leave, either together or as separate one-week blocks. The entitlement is the same even with twins, and a week is the number of days the person normally works in a week. Leave cannot start before the birth and must end within 52 weeks of the baby’s birth (or the due date if the baby is early). It can be taken with Shared Parental Leave, in either order (GOV.UK, “Paternity pay and leave: Leave”).

Paternity Pay: the weekly rate

The statutory weekly rate of Paternity Pay is £194.32 or 90% of average weekly earnings, whichever is lower, paid in the same way as wages with tax and National Insurance deducted (GOV.UK, “Paternity pay and leave: Pay”). HMRC’s 2026 to 2027 rates and thresholds list the same figure and say the figures apply from 6 April 2026 to 5 April 2027 unless otherwise stated (HMRC, “Rates and thresholds for employers 2026 to 2027”). An employer with a company paternity scheme may offer more, but cannot offer less than the statutory amounts.

Who qualifies

The person taking the leave must be taking time off to care for the child and be the father, the husband or partner of the mother (including same-sex partners), the child’s adopter or an intended parent in a surrogacy arrangement. GOV.UK sets separate conditions for leave and pay (GOV.UK, “Paternity pay and leave: Eligibility”):

• Paternity Leave: the person must be an employee and give the correct notice. They are eligible from the first day of employment.
• Paternity Pay: the person must be employed up to the date of birth, earn an average of at least £129 a week before tax, give the correct notice, and have been continuously employed for at least 26 weeks up to the end of any day in the “qualifying week”, which is the 15th week before the baby is due.

The notice timetable

Leave and pay are claimed through the employer, with no proof of the pregnancy or birth needed. GOV.UK sets out two notice points: tell the employer the baby’s due date at least 15 weeks before it is expected, using the online form or the employer’s own form, and give at least 28 days’ notice of when leave should start (GOV.UK, “Paternity pay and leave: How to claim”). Changing the start date also needs 28 days’ notice. The guide points to a paternity planner to work out the claim-by dates.

Shared Parental Leave: a longer, flexible option

Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) let parents share up to 50 weeks of leave and up to 37 weeks of pay between them, in the first year after the child is born or placed with the family. GOV.UK says the leave can be taken in blocks separated by periods of work or all in one go, and that parents can be off together or stagger their time. The trade-off is that one parent has to reduce their maternity or adoption leave and pay by the amount to be shared. For example, a mother who takes 22 weeks of Maternity Leave and Statutory Maternity Pay can share 30 weeks of SPL and 17 weeks of ShPP with a partner (GOV.UK, “Shared Parental Leave and Pay”).

ShPP is £194.32 a week or 90% of average weekly earnings, whichever is lower, the same as the standard statutory rate for 2026 to 2027.

Who can share

For birth parents who both want to share, each must have been employed continuously by the same employer for at least 26 weeks by the end of the 15th week before the due date, and stay with that employer until at least the week before the leave starts. To be eligible for SPL, they must be employees rather than “workers”, and each must earn on average at least £129 a week to be eligible for ShPP. Where only one parent wants to take SPL, the other parent must meet work and earnings tests: at least 26 weeks worked in the 66 weeks before the due week, and at least £390 earned across any 13 of those 66 weeks (GOV.UK, “Shared Parental Leave and Pay: Eligibility for birth parents”).

Booking blocks of leave

GOV.UK says up to 3 separate blocks of SPL can be booked, and if both parents are eligible, each can take up to 3 blocks, with more possible if the employer agrees. Changes to plans need at least 8 weeks’ notice before any block begins (GOV.UK, “Shared Parental Leave and Pay: Booking blocks of leave”). Applying for leave and pay requires at least 8 weeks’ written notice of the leave dates (GOV.UK, “Shared Parental Leave and Pay: Applying for leave and pay”).

A planning checklist

• Diarise the 15-week deadline before the due date for telling both employers about leave.
• Check each parent’s employment status and earnings against the SPL and Paternity Pay tests.
• Use the government planners for Paternity Leave and for Shared Parental Leave and Pay.
• Decide whether Paternity Leave will come before or after any SPL. Our guide to maternity leave and pay covers the mother’s side.

The bottom line

In England, Scotland and Wales, a partner can take up to 2 weeks of Paternity Leave, paid at £194.32 a week or 90% of earnings if lower, with 15 weeks’ notice of the due date and 28 days’ notice of the start. Alternatively, or as well, parents can share up to 50 weeks of Shared Parental Leave and 37 weeks of pay, in up to three blocks each, with 8 weeks’ written notice. GOV.UK says Northern Ireland has different paternity rules.

Sources

• GOV.UK, “Paternity pay and leave: Leave”
• GOV.UK, “Paternity pay and leave: Pay”
• GOV.UK, “Paternity pay and leave: Eligibility”
• GOV.UK, “Paternity pay and leave: How to claim”
• GOV.UK, “Shared Parental Leave and Pay”
• GOV.UK, “Shared Parental Leave and Pay: Eligibility for birth parents”
• GOV.UK, “Shared Parental Leave and Pay: Booking blocks of leave”
• GOV.UK, “Shared Parental Leave and Pay: Applying for leave and pay”
• HMRC, “Rates and thresholds for employers 2026 to 2027”