This policy is non-contractual and does not form part of your terms and conditions of employment and may be varied or withdrawn at any time without notice. However, this is not applicable to any statutory rights you may have.
We know that having a child is one of, if not the most important thing that you will do, therefore this policy is to ensure you are clear on your entitlements to statutory leave.
All Colleagues, Ireland and Kelly Secondment Employees (KSEs).
Employees must be a relevant parent to be eligible to unpaid paternity leave. A relevant parent according to the Paternity Leave and Benefit Act 2016 is:
1. The father of the child 2. The spouse, civil partner or cohabitant of the mother of the child 3. The parent of a donor-conceived child
In the case of an adopted child, the relevant parent includes:
1. The nominated parent in the case of a married same-sex couple or 2. The spouse, civil partner or cohabitant of the adopting mother or sole male adopter
More details about adoption can be found in our Adoption Policy.
If you meet the criteria above you are entitled to request 2 weeks’ unpaid paternity leave. You may qualify for Paternity Benefit from the Department of Social Protection if you have sufficient PRSI contributions. For more information about this benefit visit the Citizens Information website.
Before your child arrives, you are entitled to attend two antenatal appointments. You will be paid your normal basic salary for the time you are absent to attend an antenatal appointment.
We ask that you give your Line Manager as much notice of these appointments as is reasonably possible. We may ask to see evidence of your medical appointments e.g. medical appointment cards.
The following notification procedure should be followed by all employees:
You must notify your Line Manager or the HR team in writing that you intend to take paternity leave 4 weeks before you intend to start your leave. You may be required to provide a certificate from your spouse or partner’s doctor to confirm when the baby is due. If you apply for leaver after the birth of the child we may request you to confirm the baby’s actual date of birth. In the case of adoption, you may need to provide a certificate of placement in relation to the child.
It is the responsibility of the Line Manager to inform the HR team of each instance of paternity leave.
_Postponement of Paternity Leave
You may agree with the company to postpone your paternity leave in the following cases:
1. The birth of the child is later than expected.2. The adoption placement date is delayed. 3. If you are sick you may postpone leave until you recover.
If your baby is in hospital you can put a request in writing to us to postpone the whole or part of your paternity leave.
_Annual Leave & Public Holidays
An employee’s annual leave and public holiday entitlement will continue to accrue whilst on paternity leave. If your annual holidays fall due during paternity leave, they may be taken at a later time. A public holiday that falls while an employee is on paternity leave and on a day when they would normally be working is added to the end of the period of paternity leave.
_Returning To Work
An employee is entitled to return to their job if they have taken 4 weeks or less of unpaid paternity leave. In case more than 4 weeks of leave has been taken the employee is entitled to a suitable alternative employment i.e. on terms and conditions that are not substantially less favourable than those of the original position, including changes in pay or conditions which occurred while the employee was on paternity leave.