Becoming a parent is an exciting milestone, but it also brings financial considerations. If you are employed and planning to take time off work after the birth or adoption of a child, you may be wondering what Statutory Paternity Pay is and whether you qualify.
Statutory Paternity Pay, often shortened to SPP, is a payment made by employers to eligible employees who take paternity leave to care for their new child or support their partner following childbirth or adoption. It provides financial support while you are away from work during the early days of your child’s life.
This guide explains who qualifies, how much you could receive, how to apply, common mistakes to avoid and where to find official Government guidance.
Statutory Paternity Pay is money paid by your employer if you qualify for Statutory Paternity Leave after the birth or adoption of a child. Eligible employees can usually receive either the statutory weekly rate set by the Government each tax year or 90 percent of their average weekly earnings if this amount is lower. Payments are normally available for up to two weeks of leave.
Statutory Paternity Pay is a legal entitlement that allows eligible employees to receive pay while taking approved paternity leave.
The purpose of the payment is to allow fathers, partners and some adoptive parents to spend valuable time caring for their child without immediately losing all of their income.
Statutory Paternity Pay is paid by your employer rather than directly by the Government, although employers usually recover most or all of the cost from HM Revenue and Customs.
It applies to many employees across England, Scotland, Wales and Northern Ireland who meet the qualifying conditions.
| Feature | Details |
|---|---|
| Paid by | Your employer |
| Maximum payment period | Up to two weeks |
| Available after | Birth, adoption or certain surrogacy arrangements |
| Taxable | Yes |
| National Insurance | Payable where applicable |
You may qualify if you are an employee and meet the Government’s eligibility conditions.
Generally, you must:
You may qualify if you are:
To receive Statutory Paternity Pay you normally need to satisfy several conditions.
You must be legally employed by your employer.
Agency workers and casual workers may qualify in some circumstances if they are employees.
You must usually have worked continuously for your employer for at least 26 weeks before the relevant qualifying week.
Your average weekly earnings must be at or above the Lower Earnings Limit for National Insurance contributions.
You must have responsibility for helping to care for the child or supporting the child’s mother or adopter.
You should notify your employer within the required timescales about:
Yes.
To qualify, you must earn at least the Lower Earnings Limit used for National Insurance.
Your employer calculates your average weekly earnings over the relevant assessment period.
If your earnings are below the qualifying threshold, you may not qualify for Statutory Paternity Pay.
| Average weekly earnings | Likely outcome |
| Above qualifying threshold | May qualify if other conditions are met |
| Below qualifying threshold | Usually not eligible |
No.
Unlike some means tested benefits, Statutory Paternity Pay does not depend on:
Only your employment status and qualifying earnings are normally considered.
If you qualify, you normally receive:
or
You receive whichever amount is lower.
Payments are made through your employer’s payroll and are subject to Income Tax and National Insurance where applicable.
| Situation | Payment |
| Average earnings below statutory rate | Ninety percent of average weekly earnings |
| Average earnings above statutory rate | Statutory weekly rate |
Some employers offer enhanced paternity pay through their own workplace policies.
Always check your employment contract.
Eligible employees can normally receive Statutory Paternity Pay for:
or
The leave cannot usually be split into separate weeks.
Your leave must generally be taken within the permitted period after the birth or placement for adoption.
You do not normally apply through the Government.
Instead, you claim through your employer.
Tell your employer:
Complete any forms requested by your employer.
Provide any supporting information if required.
Your employer confirms your entitlement.
Payments are included within your normal salary payments during leave.
Although requirements vary, you may need:
Most employers make the process straightforward.
Many claims are delayed because simple requirements are missed.
Avoid these common errors.
Always inform your employer within the required deadlines.
Self employed people do not usually qualify for Statutory Paternity Pay because it is an employment based entitlement.
Paternity Leave and Statutory Paternity Pay are related but different rights.
Some employers pay significantly more than the statutory minimum.
Savings are not normally considered.
Daniel works full time for a manufacturing company.
He has worked there for four years.
When his daughter is born, he takes two weeks of paternity leave.
Because he meets the qualifying conditions, his employer pays Statutory Paternity Pay through payroll.
James recently started a new job only eight weeks before his child was due.
Although he is employed, he has not worked long enough to meet the continuous employment requirement.
He therefore does not qualify for Statutory Paternity Pay through that employer.
Ahmed works for an employer that offers enhanced family leave benefits.
Instead of receiving only the statutory amount, his employer pays his normal salary during paternity leave because this is included within the company’s employment policy.
| Situation | Likely outcome |
| Meets employment and earnings rules | Usually eligible |
| Insufficient continuous service | Usually not eligible |
| Employer offers enhanced package | May receive more than statutory pay |
| Self employed | Usually not eligible for Statutory Paternity Pay |
Yes.
Changes that could affect your entitlement include:
Always tell your employer if your circumstances change before your leave begins.
No. Statutory Paternity Pay is generally available only to eligible employees.
Yes. Income Tax and National Insurance may apply.
Some employers provide enhanced contractual paternity pay.
Yes. Eligible employees can normally choose either one week or two consecutive weeks.
Generally, no. The leave is usually taken as one continuous block.
No. Your partner’s earnings do not normally affect Statutory Paternity Pay.
No.
Your employer pays you through payroll.
Speak to your employer first. If the issue is not resolved, you may be able to seek advice from HM Revenue and Customs or an employment advice service.
Yes, provided they meet the qualifying conditions.
Some agency workers may qualify if they are employees and meet the eligibility rules.
Depending on your circumstances, you could also be entitled to:
Each scheme has different qualifying rules.
The most reliable information is available from official Government departments.
Useful resources include:
Always use official sources when checking payment rates and qualifying rules, as these may change over time.
This article has been prepared using current UK Government guidance relating to Statutory Paternity Pay, employment rights and family leave provisions.
Government payment rates, eligibility rules and qualifying earnings thresholds may change each tax year. Readers should always confirm the latest information before making financial or employment decisions.
Understanding what Statutory Paternity Pay is can help you prepare financially for the arrival of a new child. If you are an eligible employee, Statutory Paternity Pay provides valuable financial support while you take time away from work to care for your family during an important period.
Eligibility depends mainly on your employment status, continuous service with your employer and average earnings rather than your savings or household income. Claims are usually made through your employer, and many workplaces also offer enhanced paternity packages that provide more generous payments than the statutory minimum.
Planning ahead, notifying your employer on time and understanding your rights can make the process much smoother.
Benefits Advice UK provides free information to help people better understand the UK benefits system. Always check the latest Government guidance before making financial decisions.
Information on this site is based on official UK guidance.
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