Paternity Leave Calculator 2026
Instantly calculate your Statutory Paternity Pay (SPP) and understand your leave entitlement. A free UK tool for expectant fathers and partners to plan their time off after the birth or adoption of a child.
Paternity Pay Projection
Enter your earnings and leave details to calculate statutory paternity pay
Your average gross weekly earnings over the relevant 8-week period (or 2 months if paid monthly).
You can take either one week or two consecutive weeks of paternity leave.
How many weeks you have been continuously employed by the end of the 15th week before the expected week of childbirth.
You must be the biological father, the mother’s partner, or the adopter’s partner to qualify.
Your Paternity Pay Estimate
Statutory Paternity Pay and eligibility breakdown
Enter your employment and earnings details above and click Calculate Paternity Pay to reveal your paternity leave projection.
Paternity Leave Benchmarks 2026
Quickly reference the key statutory rates, thresholds, and entitlements for paternity leave and pay in the UK for the 2025/26 tax year.
| Category | Rate / Threshold | Details |
|---|---|---|
| Statutory Paternity Pay (SPP) | £187.90 per week | Standard weekly rate for 2025/26 (or 90% of earnings if lower) |
| Lower Earnings Limit (LEL) | £123 per week | Minimum earnings required to qualify for SPP |
| Leave Duration | 1 or 2 weeks | Must be taken in complete weeks, not individual days |
| Employment Requirement | 26 weeks | Continuous employment by end of the 15th week before due date |
| Leave Deadline | 56 days | Must be taken within 56 days of birth or adoption placement |
| Notice Period | 15th week before due | Must inform employer by end of the 15th week before expected week of childbirth |
Paternity Leave & Pay FAQ
Everything you need to know about calculating Statutory Paternity Pay, understanding your eligibility, and navigating UK paternity leave rights in 2026.
Paternity leave is a statutory right in the UK that allows employed fathers, partners of the birth mother, or adopters to take time off work to care for a newborn or newly adopted child. It is a separate entitlement from shared parental leave and is designed to support families during the early weeks of a child’s life.
In the UK, eligible employees can take either one week or two consecutive weeks of paternity leave. The leave must be taken in complete weeks, not as individual days. Since April 2024, parents have more flexibility to take leave in separate blocks, but each block must still be a full week or two consecutive weeks.
Statutory Paternity Pay for 2025/26 is £187.90 per week, or 90% of your average weekly earnings (before tax), whichever is lower. The rate is reviewed annually each April. If you earn less than the Lower Earnings Limit (£123 per week for 2024/25), you may not qualify for SPP but could be eligible for other support.
To qualify for paternity leave and pay, you must: be employed continuously for at least 26 weeks by the end of the 15th week before the expected week of childbirth (the ‘qualifying week’); earn at least the Lower Earnings Limit (currently £123 per week); be the biological father, the mother’s partner, or the adopter’s partner; and have (or expect to have) responsibility for the child’s upbringing.
Paternity leave must be taken within 56 days of the birth (or placement for adoption). If the baby arrives early, the leave must be taken within 56 days of the first day of the week the baby was born. Since April 2024, you can choose to take your leave in two separate blocks (each of at least one week) rather than taking it all at once, giving you more flexibility.
Unfortunately, self-employed individuals are not entitled to Statutory Paternity Leave or Statutory Paternity Pay. However, you may be eligible for other forms of support, such as Universal Credit or Child Benefit. If you are a director of a limited company and paid through PAYE, you may still qualify for SPP.
Yes, you must notify your employer of your intention to take paternity leave. You need to inform them by the end of the 15th week before the expected week of childbirth (or within 7 days of being matched with a child for adoption). You must also specify when you intend to take your leave. Your employer may ask for this information in writing using form SC3.