Paternity/Partner leave

Leave

University Paternity/Partner Leave is available for up to six weeks[1], and part‑time staff will receive this on a pro‑rata basis.

Paternity/partner leave can be taken at any point within 52 weeks of the child’s birth or placement (or within 52 weeks of the due date if the baby is born early). Leave can be taken in blocks, with a minimum period of one week1.

Paternity/partner leave can only be taken from the date of the child’s birth/placement. It cannot start before the birth.

Paternity/Partner Leave and Shared Parental Leave

If you intend to take University Shared Parental Leave and Pay (ShPL), you must take all the enhanced University paternity/partner leave you wish to use before your ShPL period starts to access the full six‑week1 entitlement. Enhanced University paternity/partner leave cannot be split before and after a period of Shared Parental Leave. If you wish to take paternity/partner leave before and after or only after ShPL, you may still take statutory paternity/partner Leave at any point within 52 weeks of the birth or placement. In this scenario, the paternity/partner leave entitlement will be for the statutory period of up to two weeks[1].

Pay

If you qualify for the enhanced University paternity/partner leave you will be eligible for up to six weeks1 paid leave. You will receive your normal weekly pay for all weeks of paternity/partner leave, which will include your statutory paternity pay (SPP) entitlement (depending on eligibility).  

If your average weekly earnings fall below the Lower Earnings Limit (LEL), you will not qualify for SPP. You can request a SPP1 form from payandbenefits@exeter.ac.uk You may be eligible for financial support such as Universal Credit whilst on paternity/partner leave; further information is available from your local Jobcentre Plus office. You will still be eligible for the enhanced University Paternity/Partner Leave and Pay.

Paternity/Partner and Shared Parental Pay

If you qualify for enhanced University paternity/partner Leave and pay and you take this leave before a period of ShPL, you will receive up to six weeks’[1] normal weekly pay, which includes any statutory paternity/partner pay (SPP) you are eligible for.

If you take statutory paternity/partner Leave before and after or only after a period of ShPL, you will receive up to two weeks’ normal weekly pay, inclusive of any SPP entitlement.

The combined total of any enhanced University paternity/partner Leave and University shared parental leave and pay (ShPL) must not exceed the equivalent value of 26 weeks[1] of normal weekly salary.

For further details on Shared Parental Leave, please refer to the University Shared Parental Leave Policy.

Fixed term contracts/contract end date

If you are employed on a fixed term contract or your employment ends during your paternity/partner leave, your employment and payment of University paternity/partner pay (UPP) will end on the expiry date of the fixed term contract or end date of the contract, although Statutory Paternity Pay (SPP) will continue to be paid, if eligible.

[1] For simplicity we have referred to weeks but to mirror other leave it will be converted to hours (5 days = 36.5 hours)

Leave

Paternity leave is up to six weeks' leave¹. If you are part time then the leave will be pro-rated.

Paternity/partner leave can only be taken from the date of the child’s birth/placement. It cannot start before the birth.

Please note that an employee cannot take paternity/partner leave once a period of ShPL has commenced. You are therefore advised to take all your paternity leave before a period of ShPL.

Pay

If you qualify for University paternity/partner leave you will be eligible for up to six weeks paid leave. You will receive your normal weekly pay for all weeks of paternity/partner leave, which will include your Statutory Paternity Pay (SPP) entitlement (depending on eligibility). 

If your average weekly wage is below the Lower Earnings Limit (LEL) you do not qualify for SPP. You may be able to get universal credit while on paternity/partner leave - further information is available from your local Jobcentre Plus office.

Fixed term contracts/contract end date

If you are employed on a fixed term contract or your employment ends during your paternity/partner leave, your employment and payment of University paternity/partner pay (UPP) will end on the expiry date of the fixed term contract or end date of the contract, although Statutory Paternity Pay (SPP) will continue to be paid, if eligible.

[1] For simplicity we have referred to weeks but to mirror other leave it will be converted to hours (5 days = 36.5 hours)

Employees whose partner is having a baby or are the intended parents in a surrogacy will be allowed paid time off to accompany a pregnant woman to up to 2 antenatal/adoption appointments. This is a right from the first day of employment.

Please try, whenever possible, to arrange appointments at times which cause the minimum disruption to work or other work colleagues. If your manager or supervisor requests it, you should provide a certificate confirming your partner’s pregnancy, appointment card, or some other documentary evidence.

To qualify for paid paternity/partner leave you must meet the eligibility requirements and you must:

• inform your line manager/Head of Department in writing (this can be email) and send a copy to Human Resources, by the 15th week before the expected week of childbirth (eg by the time your partner is approximately 25 weeks' pregnant) or no later than seven days after the date on which notification was received from the adoption agency of the match with the child
• complete the Paternity/Partner form at least 28 days before you want your paternity/partner pay to start.
• inform human resources when the baby has been born or, in the case of adoption, when the child’s placement has commenced for your entitlement to SPP to begin. Please note that you cannot start your paternity/partner leave before your child is born or placed with you.
• attach a copy of the matching certificate (adoption)

You will be able to change your mind about the date you want your leave to start, providing you inform human resources in writing (email), at least 28 days in advance (where reasonably possible). If your start date changes as your baby has not been born please liaise with HR and your manager.

From 6th April 2026 a new leave will be available to a partner where the primary carer dies in childbirth or within the first year following birth or adoption. If you find yourself in this situation, please contact your HR Contact and they will be able to discuss your options with you.  

Eligibility  

You do not need any qualifying service to receive Bereaved Partner Paternity Leave. 

However, you must meet the following criteria 

• an employee of the University of Exeter 

• the child’s primary carer has died 

• you are the child’s father, or are married to or are the civil partner of the child’s mother or adopter and 

• you have the main responsibility for the upbringing of the child. 

Bereaved Partner Paternity Leave 

If you meet the above criteria you are entitled to a single period of 52 weeks unpaid leave. The leave must usually be taken in the first 52 weeks of the child’s birth or placement for adoption. Where the bereavement occurs within 13 days of the end of that 52 week timeframe, you may still take up to 14 days leave.  

Notice 

If the leave is to start within 8 weeks of bereavement 

• Notice can be given orally or in writing (email to your manager) 

• It must be provided before you are due to start work on the first day of leave 

If the leave is starting more than 8 weeks after bereavement  

• Notice must be in writing 

• It must be given at least one week before the intended start date 

All notices must include: 

• the bereavement date; 

• the proposed start date of leave; and 

• the child’s date of birth or adoption placement (or date of entry into Great Britain for overseas adoptions). 

Where leave is to start more than eight weeks after bereavement, the notice must also include: 

• the intended return date; 

• a declaration that the leave is being taken to care for a child; and 

• confirmation of the employee’s relationship to the child. 

Changing or cancelling leave 

You may cancel a period of bereaved partner’s paternity leave by giving written notice to the university of the cancellation as follows; 

• where the leave start date is no more than eight weeks after the bereavement date, you must cancel before the start date; 

• where the leave start date is more than eight weeks after the bereavement date, at least one week before the start date.  

You may change your return date by giving notice as follows; 

where the intended return date is no more than eight weeks after the bereavement date— 

• at least one week before that last notified intended return date, and 

• at least one week before the new intended return date; 

where the last notified intended return date is more than eight weeks after the bereavement date— 

• at least eight weeks before the last notified intended return date, and 

• at least eight weeks before the new intended return date. 

Where the child also dies 

If you would have been entitled to BPPL but your child has also died you may still take up to 8 weeks BPPL.  

During BPPL: 

• the contract of employment continues, except for remuneration; 

• employees may take up to 10 Keeping in Touch (KIT) days (https://www.exeter.ac.uk/staff/employment/parents/during/kit/); and 

• protections relating to return to work, redundancy, detriment and unfair dismissal apply, mirroring other family leave rights.