Fatherhood comes with many changes, and one of the key considerations for new fathers is managing time off work and the financial impact that comes with it. According to DevonLive, fathers in the UK can access two primary forms of support, each offering a weekly payment of £187.
These options aim to ease the financial burden during the early stages of parenting. Whether fathers are welcoming a child through birth, adoption, or surrogacy, they are entitled to a set amount of leave and payment. The following breakdown will explore how these payments work and the conditions attached to them.
Paternity Pay: Supporting Fathers Right from the Start
One of the most straightforward ways for fathers to receive financial assistance is through Paternity Pay. Fathers are eligible for up to two weeks of paid leave when their partner is giving birth, adopting, or using surrogacy. The pay is set at £187.18 per week or 90% of your average weekly earnings, whichever is lower.
This payment is made in the same way as your regular wages. The key thing to remember is that fathers can only take Paternity Leave within 52 weeks of the child’s birth or due date (if the baby was born early). For adoptions, the Paternity Pay period can begin either at the date of placement or the date the child arrives in the UK for international adoptions.
These conditions ensure fathers have the flexibility to take time off when it suits their family situation, allowing them to spend quality time with their newborn.
Shared Parental Leave and Pay: A Flexible Solution for Both Parents
Another option available to fathers is Shared Parental Leave (SPL), which offers a more flexible approach to time off. Under SPL, both parents can share up to 50 weeks of leave and 37 weeks of pay between them. This means that while one parent could take a longer leave at the start, the other parent can step in later, making it easier to balance responsibilities.
The Shared Parental Pay (ShPP) is set at £187.18 per week, or 90% of the parent’s average weekly earnings, whichever is lower. For fathers, this means they can access the same financial support as mothers during their shared leave. The ability to stagger leave or take it simultaneously offers a crucial opportunity for both parents to bond with their child while sharing the financial load.
Moreover, SPL can be taken in multiple blocks rather than all at once. Parents can choose when to take their leave, making it a highly flexible option that can adapt to the family’s needs.
Real-Life Example: Understanding the Payment Structure
To better understand how the system works, here’s an example from the government’s official guidance. Let’s say a mother decides to take 14 weeks of maternity leave (starting 4 weeks before the due date). For the first six weeks, she will receive £180 per week (which is 90% of her average weekly earnings), followed by £187.18 for the next eight weeks.
She’s paid £180 (90 per cent of her average weekly earnings) as SMP for the first six weeks of maternity leave, then £187.18 a week for the next eight weeks. Once she goes onto SPL, she’s still paid £187.18 a week.
If the mother transitions to SPL after using her maternity leave, she and the father can share the remaining leave and pay. The father could then take his leave while receiving £187.18 per week for the weeks he is off, just like the mother. This flexibility allows the family to manage their time off work and financial needs more effectively.
