All eligible employees are entitled to Queen’s enhanced paternity/partner leave and pay provision provided that they follow the appropriate notification procedure. Eligible employees must have:
- worked continuously for employer for 26 weeks leading into the 15th week before the child is due to be born.
- has or is expected to have responsibility for the child’s upbringing;
- is the biological father of the child or the mother’s husband or partner;
- is the adopter’s spouse or partner.
If an employee is not eligible consideration could be given to using annual leave or parental leave. Queen’s offers enhanced paternity/partner leave that goes beyond statutory paternity/partner leave and pay. Eligible employees are entitled to 3 weeks full pay. 2 of the 3 weeks leave to be taken in a block within 56 days of the birth of the child. The other week can be taken within 4 months of the birth, in a block or as individual days.
Only one period of paid paternity/partner leave is available regardless of whether more than one child is born as the result of the same pregnancy or whether more than one child is placed for adoption in the same placement.
The member of staff must inform the Diversity and Inclusion Unit and their Head of School / Department / Unit of their intention to take paternity/partner leave no later than the end of the 15th week before the expected week of childbirth (unless this is not reasonably practical) and provide the following information, in writing:
- the week the child is expected to be born;
- when they want paternity/partner leave to start;
- and how they wish to take the leave.
The member of staff may change their mind about the date on which they want paternity/partner leave to start by informing the Diversity and Inclusion Unit and their Head of School/Department/Unit, in writing. The change of date to the commencement of their paternity/partner leave must be recorded on a paternity/partner leave form and given at least 28 days in advance (unless this is not reasonably practicable to do so).