New legislation, introduced in April 2011, introduced the right to Additional Paternity Leave (APL). Here’s some guidance on how you can now handle requests for paternity leave.
An employee is eligible for paternity leave if he or she has been employed by your organisation for 26 continuous weeks by the end of the 15th week before the expected week of childbirth. Or, for adoption paternity leave, by the end of the week in which the child’s adopter is notified of being matched with a child.
An employee who meets these requirements is also eligible for additional paternity leave (up to 26 weeks) if the baby is due on or after 3 April 2011, or is placed for adoption on or after this date.
The employee must also have (or expect to have) responsibility for the upbringing of the child (if the father), or the main responsibility (if the mother’s husband or partner – including same-sex couples).
