Bereaved Partner Paternity Leave (BPPL)

Policy Purpose and Scope

The purpose of this policy is to set out the arrangements for bereaved partner’s paternity leave (BPPL), which is a type of leave intended to help employees deal with the death of a partner who is the primary carer for their child, either during the first 52 weeks after the child’s birth, or the first 52 weeks after their placement for adoption. For compassionate leave in other circumstances, please see our Leave Policy. Depending on your length of service and your partners employment situation and earnings prior to the birth or adoption placement, you may be eligible for shared parental leave (SPL). Further information regarding shared parental leave, are detailed in the specific policy. This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time.

Eligibility for BPPL

You are entitled to BPPL if:

• a child’s primary carer has died within 52 weeks of the child’s birth or the date the child was placed for adoption;
• you are either the child’s father or the partner of the child’s primary carer; and
• you are taking leave to care for the child.

The primary carer means either:

• the child’s mother.
• in an adoption case, a person with whom the child has been placed for adoption (and if the child was placed jointly with you, the person who you have jointly chosen to be entitled to adoption leave).
• in a surrogacy case, the person who is the intended parent (and in a case where you are both intended parents, the person who you have jointly chosen to be entitled to adoption leave). 

Length of BPPL

BPPL is a single period of leave which should generally start and end within the same 52-week period following the child’s birth or placement but can start any time after the bereavement and last up to 52 weeks after the date of birth or adoption placement.  If the bereavement occurs less than 14 days before the end of that period. In those circumstances, the employee may take up to 14 days’ BPPL.

Starting BPPL within eight weeks of bereavement

To start BPPL in the first eight weeks after the bereavement, please inform your Line Manager as soon as possible, but in any event before you are due to start work on the first day of BPPL.  You must then provide the written notice (as set out below), no more than eight weeks after the bereavement, and at least one week before your return to work (whichever is earlier). You can change the start date for BPPL in the first eight weeks if you notify us before the old or new start date, whichever is earlier. BPPL can be cancelled if you tell us at any time before the start date and can be re-booked by giving notice.

Starting BPPL more than eight weeks after bereavement

To start BPPL more than eight weeks after the bereavement, please provide at least a week’s written notice, as per the requirements below. BPPL can be cancelled with a week’s written notice and can be re-booked by giving a week’s written notice.

Written notice The information required in writing is as follows:

• the date of bereavement;
• the child’s date of birth or placement for adoption;
• the date you started BPPL;
• the date you intend to return to work; and
• confirmation that you meet the eligibility conditions.

Pay

If you are entitled to statutory paternity pay (SPP) and have not yet received it, you may claim it during your BPPL. SPP is payable for a maximum of two weeks at a rate set by the government each tax year. Otherwise, BPPL is unpaid.

Terms and conditions during BPPL

With the exception of terms relating to pay, your terms and conditions of employment remain in force during BPPL. Holiday entitlement will continue to accrue during BPPL and can be carried over to the next holiday year as set out in our Holiday Policy.  If you are a member of the workplace pension scheme, we shall make employer pension contributions during any period of statutory paternity pay based on your normal salary, in accordance with the pension scheme rules. Any employee contributions you make will be based on the amount of any pay you are receiving, unless you the Pensions Administrator that you wish to make up any shortfall.

Keeping in touch

We may make reasonable contact with you from time to time during your BPPL. You may ask or be asked to work (including attending training) for up to ten “keeping-in-touch” days (KIT days) during your BPPL. This is not compulsory and must be discussed and agreed with your Line Manager.  You will be paid at your normal basic rate of pay for time spent working on a KIT Day.

Changing your return-to-work date

If you want to change the date you intend to return to work, you must let us know in writing as follows:

• if your old return date was eight weeks or less after the bereavement, please give one week’s notice before the earlier of the old or new return date.
• if your old return date was more than eight weeks after the bereavement, please give [eight] weeks’ notice before the earlier of the old or new return date.

Your return to work date cannot be later than 52 weeks after the date of birth or placement for adoption. If you need more time off, you may request holiday or parental leave.