UK Paternity Pay Calculator
Calculate your Statutory Paternity Pay (SPP) entitlement with current 2025/26 and 2026/27 rates
Compare 1 Week vs 2 Weeks Paternity Leave
See how your total pay differs based on leave duration.
Enhanced Paternity Pay Comparison
Compare statutory pay with enhanced employer schemes.
| Scenario | Weekly | Total (2 Wks) | Difference |
|---|
Combined Family Income During Leave
Plan your household finances when both parents are on leave.
Key Dates and Timeline
Important milestones for your paternity leave.
| Milestone | Timing | Action Required |
|---|---|---|
| Qualifying Week | 15 weeks before due date | Must be employed 26 weeks by this point |
| Initial Notice | By end of qualifying week | Inform employer of intention to take leave |
| Leave Notice | 28 days before leave starts | Confirm exact leave dates |
| Leave Window | First 52 weeks after birth | Take leave any time in this period |
| Split Leave Option | Two separate weeks | Give 28 days notice for each block |
UK Paternity Pay Calculator: Calculate Your Statutory Paternity Pay Entitlement
Becoming a father or partner of a new mother is one of life’s most significant moments. Understanding your paternity pay entitlement ensures you can plan financially for this important time while bonding with your newborn. The UK’s Statutory Paternity Pay (SPP) system provides eligible employees with financial support during their paternity leave, with rates updated annually to keep pace with living costs. For the 2025/26 tax year, the statutory rate stands at £187.18 per week, rising to £194.32 per week from April 2026. This comprehensive guide explains everything you need to know about calculating and claiming your paternity pay entitlement.
Understanding Statutory Paternity Pay Rates
Statutory Paternity Pay operates on a simple principle: you receive either the flat statutory rate or 90% of your average weekly earnings, whichever amount is lower. This calculation method ensures that lower earners receive proportionate support while higher earners are capped at the statutory maximum. For the 2025/26 tax year running from April 2025 to April 2026, the statutory rate is £187.18 per week. From 6 April 2026, this increases to £194.32 per week for the 2026/27 tax year.
The practical impact of this calculation is significant. If you earn £400 per week, 90% of your earnings equals £360, which exceeds the statutory cap. Therefore, you would receive £187.18 per week. However, if you earn £180 per week, 90% equals £162, so you would receive £162 per week rather than the full statutory amount. This ensures the system remains fair across different income levels.
Eligibility Requirements for Statutory Paternity Pay
Not everyone automatically qualifies for Statutory Paternity Pay. To receive SPP, you must satisfy several conditions set by the UK government. First, you must have been continuously employed by your current employer for at least 26 weeks by the end of the qualifying week, which falls 15 weeks before the expected week of childbirth. Second, you must earn at least the Lower Earnings Limit, which stands at £125 per week for 2025/26, rising to £129 per week from April 2026. Third, you must give your employer correct notice and provide evidence of entitlement through form SC3 or your employer’s equivalent documentation.
From 6 April 2026, significant changes come into effect under the Employment Rights Act 2025. Paternity Leave becomes a day-one right, meaning you no longer need 26 weeks’ service to take time off. However, to receive Statutory Paternity Pay, you still need to meet the earnings and service requirements. This distinction is crucial: you may be entitled to unpaid paternity leave from your first day of employment, but SPP requires meeting the traditional qualifying conditions.
The Employment Rights Act 2025 introduces day-one rights to paternity leave from 6 April 2026. This means new fathers and partners can take time off to care for their child from their first day of employment, regardless of length of service. However, Statutory Paternity Pay still requires 26 weeks’ continuous employment and earnings above the Lower Earnings Limit.
How Much Paternity Leave Can You Take
Eligible employees can take either one week or two weeks of paternity leave. Since April 2024, new flexibility rules allow you to split these weeks into two separate one-week blocks taken at different times within the first 52 weeks after birth. Previously, paternity leave had to be taken as a consecutive block within 56 days of birth. This change recognises that families have different needs and circumstances.
The flexibility extends to when you can take each week. You might choose to take one week immediately after birth to support your partner’s recovery, then save the second week for later when the initial support network has dispersed or when your partner returns to work. Each week requires 28 days’ notice to your employer, giving both parties time to plan appropriately.
Calculating Your Average Weekly Earnings
Your Average Weekly Earnings form the foundation of your SPP calculation. Employers calculate AWE using the 8-week period ending with the Saturday of the qualifying week. This 8-week period captures a representative sample of your normal earnings pattern. All gross pay counts towards this calculation, including basic salary, overtime payments, shift allowances, commission, and bonuses paid during this period.
The calculation includes irregular payments that happen to fall within the 8-week window, which can work for or against you. If you received a quarterly bonus during this period, it inflates your AWE, potentially ensuring you receive the maximum statutory rate. Conversely, if you had unpaid leave or reduced hours during this period, your AWE might fall below what you normally earn.
James earns a basic salary of £2,800 per month, paid on the last working day of each month. His qualifying week is in mid-October. The 8-week relevant period includes September and October payments. September pay: £2,800. October pay: £2,800. Over 8 weeks, this equals £5,600, giving an AWE of £700. Since 90% of £700 equals £630, which exceeds £187.18, James receives the statutory maximum of £187.18 per week.
The Lower Earnings Limit Explained
The Lower Earnings Limit represents the minimum average weekly earnings you must achieve to qualify for Statutory Paternity Pay. For 2025/26, this threshold stands at £125 per week, equivalent to approximately £6,500 per year. From April 2026, it rises to £129 per week. If your average weekly earnings fall below this limit during the relevant 8-week period, you cannot claim SPP, though you may still take unpaid paternity leave if you meet the other eligibility criteria.
This threshold particularly affects part-time workers and those with irregular hours. If you work variable shifts with fluctuating pay, ensure the 8-week period before your qualifying week reflects your typical earnings. Some employers offer enhanced paternity packages that do not depend on this threshold, so check your employment contract or staff handbook for additional benefits.
If you work part-time and your earnings fluctuate near the £125 threshold, calculate your AWE carefully. A week with reduced hours during the relevant period could push your average below the limit. Consider whether picking up additional shifts during this time could secure your SPP entitlement.
Enhanced Paternity Pay from Employers
Many employers offer enhanced paternity pay packages that exceed statutory minimums. These enhanced schemes typically pay full salary for some or all of your paternity leave, removing the financial penalty of taking time off. Enhanced paternity pay varies significantly between employers and industries, with public sector organisations and larger corporations generally offering more generous packages.
Check your employment contract, staff handbook, or HR department to understand what your employer offers. Some organisations match their maternity pay enhancement policies for paternity leave, while others provide a few days at full pay followed by statutory rates. When comparing job offers, factor in parental leave benefits as part of your total compensation package, especially if you plan to start or expand your family.
Tax and National Insurance Deductions
Statutory Paternity Pay counts as taxable income and is subject to National Insurance contributions. Your employer processes SPP through the normal payroll, deducting tax under PAYE and National Insurance at your usual rates. The net amount you receive depends on your tax code, other income sources, and whether you have student loan deductions.
For someone earning £35,000 annually with a standard tax code, SPP of £187.18 per week would see approximately £37.44 deducted for income tax at 20% and around £15.54 for National Insurance at 8%, leaving roughly £134 per week net. However, if SPP falls within your tax-free personal allowance because you have no other income that week, deductions may be lower. Your employer calculates the exact amounts based on your individual circumstances.
Combining Paternity Leave with Shared Parental Leave
Paternity leave and Shared Parental Leave (SPL) are separate entitlements that can work together to give families more time together. After taking your paternity leave, you may be eligible for SPL if your partner curtails their maternity or adoption leave early. SPL allows parents to share up to 50 weeks of leave and up to 37 weeks of Shared Parental Pay between them.
Planning the combination strategically maximises your time with your baby. You might take paternity leave immediately after birth, return to work while your partner takes maternity leave, then take SPL when your partner returns to work. This approach provides continuous parental care without formal childcare until later in the first year. Consider your household income carefully when planning, as SPL pay rates mirror the statutory maternity pay structure after the first six weeks.
Notice Requirements and Claiming SPP
To receive Statutory Paternity Pay, you must inform your employer of your intention to take paternity leave by the end of the qualifying week, which is the 15th week before the expected due date. However, employers cannot refuse SPP if you give notice late due to circumstances beyond your control, such as premature birth. The key is communicating with your employer as early as possible to ensure smooth processing.
Your notice should include the expected week of childbirth, when you want your paternity leave to start, and whether you want one or two weeks. Most employers require completion of form SC3 or an equivalent document. You can change your start date with at least 28 days’ notice before the new start date, providing flexibility if circumstances change.
Since April 2024, you can split paternity leave into two separate weeks. Each week requires 28 days’ notice before it begins. Plan ahead if you want to take one week immediately after birth and save the second week for later, ensuring you give proper notice for each block.
What Happens if Your Partner Loses the Baby
In the devastating event of stillbirth after 24 weeks of pregnancy, or if your baby dies after birth, you remain entitled to Statutory Paternity Pay and Leave. You can take any leave you had already booked before the loss. If you have remaining entitlement, you can still book and take this leave within 8 weeks of the date of death. This provision recognises the need for time to grieve and support your partner.
From April 2026, new Bereaved Partner’s Paternity Leave provisions extend support further. Partners who lose their partner before their child’s first birthday become entitled to up to 52 weeks of leave. This addresses a gap in previous legislation where bereaved partners had to rely on employer discretion for time off to grieve and care for their child as a single parent.
Paternity Pay for Adoption
Adoptive parents have the same paternity leave and pay entitlements as birth parents. The qualifying criteria work slightly differently: instead of the 15th week before the due date, the qualifying week is the week you receive notification of being matched with a child. You must have 26 weeks’ continuous employment by the end of this matching week and earn above the Lower Earnings Limit.
For overseas adoptions, the rules vary depending on when the child enters the UK. Check the specific requirements with your employer or on the government website, as the qualifying periods and notice requirements differ from domestic adoptions. Enhanced adoption policies from employers often mirror their enhanced paternity provisions.
Self-Employed and Agency Workers
Self-employed individuals do not qualify for Statutory Paternity Pay, as SPP is an employment right requiring an employer-employee relationship. However, you may qualify for other support through the benefits system. Agency workers may qualify if they meet the continuous employment test with the same agency, though zero-hours contracts and variable assignments complicate eligibility calculations.
If you work through an umbrella company, you may have employee status for SPP purposes. The key question is whether you have a contract of employment that establishes continuous service. If in doubt, seek advice from ACAS or Citizens Advice to clarify your employment status and entitlements.
Your eligibility for Statutory Paternity Pay depends on being classified as an employee, not a worker or contractor. If you work through an agency or have an unusual employment arrangement, verify your status before assuming you qualify. The distinction matters for all statutory payments.
Comparing One Week versus Two Weeks
Deciding whether to take one or two weeks of paternity leave involves balancing financial, practical, and personal factors. Taking two weeks provides maximum time with your new baby and partner but costs more in lost earnings if you receive only statutory pay. Taking one week minimises financial impact while still allowing crucial bonding time in those first days.
Consider your household finances, your partner’s support network, and your workplace circumstances. If your employer offers enhanced pay for both weeks, taking the full entitlement makes financial sense. If you receive only statutory rates and money is tight, you might take one week immediately and save the second week for a critical time later, such as when grandparents return home or your partner needs additional support.
Family Income Planning During Paternity Leave
Paternity leave typically arrives alongside the significant income reduction your household experiences from maternity leave. Planning family finances around both periods helps avoid unexpected financial stress. If your partner receives Statutory Maternity Pay of £187.18 per week after the first six weeks, and you take SPP at the same rate, your combined household statutory income during paternity leave could be £374.36 per week, substantially below typical dual-income levels.
Building a financial buffer before your baby arrives smooths this transition. Calculate your household expenses, identify non-essential spending you can temporarily reduce, and ensure you have accessible savings for unexpected costs. Many new parents find the first few months more expensive than anticipated due to baby equipment, increased utility bills, and reduced capacity to shop around for deals.
Your Rights During and After Paternity Leave
Taking paternity leave is a statutory right, and employers cannot dismiss or disadvantage you for exercising it. You have the right to return to the same job after paternity leave with the same terms, conditions, and seniority. Your continuous employment continues during leave, and you continue accruing holiday entitlement. Any pay rises implemented during your leave must apply to you upon return.
If you face negative treatment for taking paternity leave, such as being overlooked for promotion, receiving poor performance reviews, or facing redundancy selection that appears connected to your leave, you may have grounds for employment tribunal claims. Document any concerning behaviour and seek advice from ACAS or a union representative if you believe your rights have been violated.
Frequently Asked Questions
Conclusion
Understanding your Statutory Paternity Pay entitlement helps you plan financially for one of life’s most significant transitions. The UK system provides up to two weeks of paid leave at £187.18 per week or 90% of your average weekly earnings, with rates increasing to £194.32 from April 2026. The flexibility introduced in 2024 allowing split weeks, combined with upcoming day-one rights to paternity leave, makes balancing work and family more achievable than ever before.
Use our calculator above to determine your exact entitlement based on your personal circumstances. Remember that your employer may offer enhanced paternity pay exceeding statutory minimums, so check your employment contract and company policies. Whether you take one week or two, splitting your leave or taking it consecutively, the time you spend with your new baby and supporting your partner in those early days is invaluable for building family bonds that last a lifetime.