Becoming a parent is an exciting time, but it can also bring financial concerns. If you are taking time off work following the birth of your child or the placement of a child for adoption, you may be entitled to Statutory Paternity Pay (SPP).
Understanding how to apply for Statutory Paternity Pay can help ensure you receive the financial support you are entitled to while spending valuable time with your growing family.
This guide explains who qualifies, how much you could receive, the application process, eligibility rules and common mistakes to avoid. The information has been written in plain English and follows current UK Government guidance.
You do not apply to the Government for Statutory Paternity Pay. Instead, you apply through your employer. You must notify your employer that you intend to take paternity leave, tell them when you want your leave to start and provide any information they request, such as your baby’s expected due date or adoption details. If you meet the qualifying conditions, your employer pays Statutory Paternity Pay through their payroll.
Statutory Paternity Pay is a legal payment made by employers to eligible employees who take time off work following the birth or adoption of a child.
The payment helps parents take time away from work during an important period while still receiving income.
Unlike some other benefits, Statutory Paternity Pay is paid by your employer rather than directly by the Government.
It is available across England, Scotland, Wales and Northern Ireland.
The scheme covers:
You may qualify if you:
You can be:
To qualify for Statutory Paternity Pay you normally must:
| Requirement | Must Meet? |
|---|---|
| Employee status | Yes |
| Continuous employment | Yes |
| Minimum earnings | Yes |
| Proper notice | Yes |
| Caring for the child | Yes |
If any of these conditions are not met, your employer may refuse Statutory Paternity Pay, although other support could still be available.
Yes.
To qualify you must earn at least the Lower Earnings Limit for National Insurance contributions during the relevant assessment period.
Your employer calculates your average weekly earnings before deciding whether you qualify.
Income above this level does not reduce your entitlement.
Unlike means tested benefits, higher salaries do not prevent you from claiming provided you meet the eligibility rules.
No.
There are no savings limits.
Whether you have:
your savings do not affect entitlement.
This is because Statutory Paternity Pay is an employment right rather than a means tested benefit.
Eligible employees receive the lower of:
The statutory rate is reviewed regularly by the Government and may change each tax year.
Payment can normally be received for:
The leave cannot usually be taken as separate individual days.
| Weekly Earnings | Likely Outcome |
| Below Lower Earnings Limit | Usually not eligible |
| £300 | Lower of statutory rate or 90 percent earnings |
| £700 | Usually statutory weekly rate |
| £1,200 | Usually statutory weekly rate |
Your employer deducts:
in the normal way.
Applying is usually straightforward.
Tell your employer you intend to take paternity leave.
Provide:
Give notice before the deadline required by law.
Complete any employer forms if requested.
Your employer confirms your entitlement.
Payment is made through payroll during your leave.
Many employers only require basic information.
This may include:
Some employers use internal forms while others simply ask for written notification.
Leave must usually be taken:
It cannot normally start before the child arrives.
Yes.
Many employers offer enhanced paternity pay.
Enhanced schemes may include:
Always check:
Enhanced schemes cannot provide less than the statutory minimum.
| Type of Pay | Paid By |
| Statutory Paternity Pay | Employer under Government rules |
| Enhanced Paternity Pay | Employer’s own policy |
First ask why.
Common reasons include:
If you believe the decision is incorrect:
If you are not eligible for Statutory Paternity Pay, your employer should provide form SPP1 explaining why.
Avoid these common problems:
Planning ahead makes the process much smoother.
David has worked for the same employer for three years.
His partner gives birth in September.
He provides notice well in advance and requests two weeks off.
He qualifies and receives Statutory Paternity Pay through payroll.
Ahmed starts a new job only three months before his baby’s birth.
Because he has not worked long enough with the employer, he does not qualify for Statutory Paternity Pay.
His employer issues an SPP1 form explaining why.
Chris earns well above average.
Although his salary is high, he still receives the statutory payment because the rules cap the weekly amount.
Michael works for an employer with enhanced family benefits.
Instead of receiving the statutory amount, he receives his normal salary during paternity leave because his employer offers a more generous package.
| Scheme | Purpose |
| Statutory Paternity Pay | Supports eligible fathers and partners taking leave |
| Statutory Maternity Pay | Supports eligible mothers during maternity leave |
| Shared Parental Pay | Allows parents to share leave and pay |
| Maternity Allowance | Supports some mothers who do not qualify for Statutory Maternity Pay |
| Child Benefit | Helps with the cost of raising children |
No. Statutory Paternity Pay is only available to eligible employees.
Some agency workers may qualify depending on their employment status.
No.
No.
Yes. Income Tax and National Insurance are deducted.
Yes.
Generally no. The leave must normally be taken in one continuous block.
You will receive the enhanced entitlement instead if it is more generous.
Yes, provided each meets the rules for their respective entitlement.
Eligibility depends on meeting the continuous employment requirement with your employer before the qualifying week.
You should inform your employer as soon as reasonably possible so arrangements can be updated.
Possibly. Universal Credit is assessed separately based on household circumstances.
Depending on your circumstances you could also be entitled to:
Each scheme has different qualifying rules.
Official guidance is available from:
These sources provide the latest eligibility rules and statutory payment rates.
This article has been reviewed against current UK Government guidance relating to:
Because statutory payment rates and employment legislation can change, always check the latest official Government guidance before making decisions about your entitlement.
Understanding how to apply for Statutory Paternity Pay can help you prepare financially while taking valuable time to support your partner and bond with your new child.
In most cases, you apply through your employer rather than the Government. As long as you meet the employment, earnings and notice requirements, your employer should arrange your Statutory Paternity Pay through their payroll system.
Applying early, checking your eligibility and providing the correct information can help avoid delays and ensure you receive your entitlement without unnecessary stress.
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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