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The University’s Ordinary paternity/maternity support leave policy incorporates all relevant legislation and statutory entitlement with regard to paternity leave and pay.
The term ‘maternity support leave’ is used by the University in addition to ‘paternity leave’ to recognise that any employee who is the partner of an expectant mother, or a child’s adopter, is entitled to leave under this policy.
If this guide does not answer all your queries, please seek advice and further details from your Human Resources Business Partner.
Eligibility
To qualify for ordinary paternity leave and pay (after birth) you must:
- have been employed continuously by the University for a period of 26 weeks or more ending with the 15th week before your partner’s expected week of childbirth and
- have, or expect to have, responsibility for the child’s upbringing and
- be the biological father of the child or the mother’s husband or partner
To qualify for ordinary paternity leave and pay (after adoption) you must:
- have been employed continuously by the University for a period of 26 weeks or more by the end of the week in which you are formally informed by the adoption agency that you have been matched with a child and
- have, or expect to have, responsibility for the child’s upbringing and
- be the joint adopter of the child or be the adopter’s husband or partner
