SDGs
Our university guidelines and policy
PATERNITY LEAVE GUIDELINES
Introduction
The TSUL's policy is to provide paternity benefits that comply with the law's letter and spirit and, in most cases, exceed statutory requirements.
This policy applies to all employees and aims to inform them of their entitlement to contractual and statutory paternity rights and ensure they understand them.
Paternity/Co-Parent Leave and Pay
Entitlement and criteria
The following employees, who have or expect to have responsibility for the child's upbringing, are entitled to a maximum of 12 weeks paid paternity/co-parent leave under University policy, regardless of their length of service and entitlement to statutory paternity benefits:
- The biological father of the child.
- Spouse, civil partner, or partner of the mother or birth parent who themselves expect to have responsibility for the child's upbringing.
- The employee who is adopting a child but is not taking adoption leave.
- Employee who is having a child via surrogacy but is not taking adoption leave.
Statutory Regulations
Employees can take leave at any time within the first year of the birth or placement for adoption. Employees may choose to take their paternity/co-parenting leave in either one block of up to 12 weeks or two separate blocks.
Benefits during leave
During paternity/co-parent leave, the contract of employment continues in force. All terms and conditions of the contract continue with the exception of stipend or salary. Continuity of service is maintained and any standard incremental progression taking place during the paternity/co-parent leave will be implemented.
Pension implication
It is recommended that any member of staff who has queries on their pension entitlement should contact the Pensions Office for information.