When my youngest daughter, Amelia (Millie), was born eight years after my first, life looked very different. She joined a blended family with a different mum, a new home, and a whole new dynamic. But the one thing that hadn’t changed was this: two weeks of statutory paternity leave still wasn’t enough.
My partner had just gone through a long labour and an emergency caesarean. The whole experience was terrifying. Rosie could barely stand, much less carry a newborn around. Breast feeding was exhausting for her and I felt I needed to be there to support in any way I could.
The newborn phase was raw, exhausting, and beautiful. I wanted to be there for her and Millie, to help, to learn, and to bond. But the clock was ticking.
Two weeks. That’s all we had before I was expected to return to work. And like so many other dads across the UK, I felt torn between the financial reality and what my family truly needed.
The Current Law: A Quick Look at Paternity Leave and Pay
Under UK law, eligible fathers, partners, and civil partners can take up to 2 weeks of paid paternity leave. This can be taken in one block or as two separate weeks within the baby’s first year.
The current statutory paternity pay is £172.48 per week or 90% of your average weekly earnings, whichever is lower. It’s a flat rate that hasn’t kept pace with inflation, childcare costs, or rent. That just isn’t enough these days.
To qualify, you need to:
- Be employed by the same employer for 26 weeks leading up to the 15th week before the due date
- Be earning at least £123 per week
- Be taking the time to care for your baby or support your partner
It’s worth noting that shared parental leave and unpaid parental leave are also options, but uptake is low due to complexity and financial barriers. In fact, I changed jobs through circumstance right before my first daughter, Evie, was born. It meant I wasn’t eligible for any paternity leave whatsoever.
We had no choice: I could have a week off. I then spent the following six months trying to recoup the money we’d lost.
What the Law Doesn’t Cover
Mothers on maternity leave have legal protection against redundancy. Fathers on statutory paternity leave? They do not. The only way dads can currently access those protections is if they take shared parental leave.
This gap leaves many fathers vulnerable. According to campaign group The Dad Shift, 1 in 60 dads in the UK were made redundant, dismissed or pushed out of their jobs in the year to March 2024. That’s nearly 3,700 new or expectant fathers.
Labour MP Lola McEvoy recently raised this issue in Parliament, calling for fathers to be protected while on paternity leave from the moment they inform their employer of the pregnancy through the child’s first 18 months.
Real Stories, Real Impact
In a recent article for the BBC, Chris Stringer from Swansea shared his story. He was made redundant six weeks before his son Chester was born. He hasn’t found full-time work since.
“That life was gone, like that,” he said. “It was dark at times. I had scary thoughts.”
Another father was made redundant just before his partner gave birth at 36 weeks. Two weeks later, their baby daughter was stillborn.
He had to write to lawyers about the redundancy while holding his daughter in the hospital. He started job hunting while grieving. Months later, he was still in a “dark place,” his partner said.
Paternity Pay and Leave: Financial Stress Is Real
It’s not just about time off. It’s about whether families can afford for dads to take it.
Flat-rate paternity pay and leave makes it incredibly difficult for families to cope, especially when one parent is recovering from birth and the other is suddenly earning less.
Many dads don’t take their full leave or decline it altogether. Self-employed dads aren’t even eligible for statutory pay or leave. And only a small percentage of employers offer enhanced packages.
This creates a two-tier system: those who can afford to be there, and those who can’t.
It’s Not Just Birth: Adopting, Surrogacy, and Same-Sex Families
Current UK law covers adoption leave, adoption pay, and scenarios where a baby is born through a surrogacy arrangement. If you’re matched with a child, or adopting a child, you may be eligible for 1 or 2 weeks of paid leave under similar terms as paternity.
Same-sex couples, civil partners, and those in a surrogacy arrangement are also eligible for leave and pay, but often face confusing eligibility criteria.
If you’re matched with a child for adoption or adopting a child, you can also attend 2 adoption appointments, build up/accrue holiday while on leave, and maintain your parental rights.
But again, these systems are often unclear and underused.
What the UK Can Learn From Abroad
The UK currently offers the least generous paternity leave in Europe:
- Spain offers 16 weeks paid paternity leave
- Sweden offers 90 days per parent
- Germany offers flexible leave and pay options for both parents
These countries treat fatherhood as essential, not optional. They see value in a dad being home during the baby’s early weeks, whether it’s a birth, adoption, or surrogacy. So do I.
The Case for Reform
So, what needs to change?
1. Increase paid paternity leave to 4-6 weeks as standard
2. Provide full pay, not just a flat rate
3. Include self-employed dads and agency workers in eligibility
4. Offer redundancy protection from day one of notification
5. Simplify and promote shared parental leave with fair pay incentives
These changes wouldn’t just help dads. They’d help mothers, too. They’d help babies, adopting parents, civil partners, and surrogacy families. They’d create a more equal, more human parental leave system.
FAQs: What You Need to Know About Paternity Leave in the UK
How much paternity leave am I entitled to?
You can take 1 or 2 weeks paid paternity leave within the first year after your child is born or matched with you for adoption.
What is the current paternity pay?
£172.48 per week or 90% of your salary, whichever is lower. Some employers offer enhanced pay.
Can I take unpaid parental leave as well?
Yes. You’re entitled to unpaid parental leave of up to 18 weeks per child (up to 4 weeks per year).
What if I’m adopting a child or using a surrogate?
You can access adoption leave, adoption pay, and parental leave depending on your role. You must be matched with a child or have a confirmed surrogacy arrangement.
Can my employer make me redundant while I’m on paternity leave?
Technically yes, unless you’re on shared parental leave. Campaigners are calling for better rights when on leave.
Do I accrue holiday while on leave?
Yes, you still build up and accrue holiday while on parental leave.
Can same sex couples and civil partners take paternity leave?
Yes, all parents, regardless of gender or relationship, may qualify if they meet the eligibility criteria.
Final Thoughts
Whether you’re supporting your partner, bonding with your new baby, adopting a child, or navigating a surrogacy arrangement, the reality is the same: two weeks isn’t enough.
As a dad, I wanted to give my family the best start. But between limited leave and pay, lack of protection, and the pressure to get back to work, that just wasn’t possible.
It’s time we treated fatherhood like the essential role it is. Because supporting dads isn’t just about fairness. It’s about giving families the time, security, and presence they need in the moments that matter most.
If you found this useful, please share it. And if you’re a dad, partner, or parent who’s been through something similar, let’s keep the conversation going.
