Statutory Paternity Pay

Key information

If you are a working father, or the partner of a woman having a child (including a same-sex partner), you may be able to get Statutory Paternity Pay (SPP).

Applies to: England, Wales, Scotland and Northern Ireland

Age rules: There are no specific age rules

Type of benefit: Non means tested

Taxable: Yes

Administered by: Your employer

Index

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Who does it help?

To get SPP, you must have been working for the same employer without a break for at least 26 weeks by the 15th week before the baby is due. You must also carry on working for that employer without a break up to the date the child is born or placed with you for adoption.

You must also be earning an average of at least £109 a week (before tax).

If your partner doesn't use up all their statutory maternity or adoption leave, and goes back to work, you may be able to take the remainder of their leave to look after your child. You would be paid the remainder of the statutory pay or maternity allowance that they would have been entitled to.

What help does it provide?

SPP is a payment made by your employer to you in the same way and at the same time as your normal wages.

SPP is paid for one or two weeks during your paternity leave.

How much does it pay?

SPP is £136.78 or 90% of your average weekly earnings if this is less.

How do I make a claim?

To claim SPP, you must tell your employer when you intend to take leave by the 15th week before your baby is due.

What documents do I need?

When you tell your employer that you intend to take paternity leave, they might ask you for self-certificate form SC3. This confirms you have the right to SPP. You can download form SC3 (PDF file size 68kb link opens in a new window)

Challenging decisions

If you disagree with a SPP decision made by your employer, you can contact HM Revenue and Customs Statutory Payments Disputes Team. This may affect your job and your relationship with your employer so you may want to seek specialist advice on this matter first.

Further information on Challenges and complaints

Change of circumstance

You must notify your employer of any change in your circumstances that may affect your entitlement to this benefit.

Last updated: 8 April 2013