MOM's guidance provides four weeks of Government-Paid Paternity Leave for eligible fathers where the relevant birth, estimated delivery or formal-intent-to-adopt date is on or after 1 April 2025. Eligibility and scheduling conditions apply. The page states a four-week notice requirement unless the employer agrees to shorter notice.

Check the complete rules rather than applying the headline number to every family situation. This guide focuses on preparing the workplace conversation.

Confirm which provisions apply

Review the relevant date, citizenship, service and family-status requirements through the official guidance and leave portal. Adoption and other particular circumstances may need a different factual review. Ask HR which information is required and how it should be supplied securely.

Avoid sharing family documents widely to arrange routine cover. The manager and colleagues need the operational information appropriate to their responsibilities, while eligibility evidence belongs in the authorised process.

Make the request specific

State the dates or arrangement you want to discuss, the expected timing and any uncertainty that could affect the plan. Ask which formal steps are needed and keep a record of the confirmed agreement.

A practical message could say: “I would like to discuss my paternity leave arrangements and the applicable notification process. These are the dates currently being considered. Could we confirm the required steps and a handover meeting?” Adapt it to your actual circumstances.

Prepare cover without assuming constant availability

Document current tasks, upcoming deadlines, decision owners and where authorised records can be found. Ask the manager to resolve conflicts in coverage rather than promising to handle every issue personally during leave.

If responsibilities involve customers or several teams, agree who communicates the temporary arrangement. Keep private family details out of routine customer or team updates unless there is a clear reason and appropriate permission.

Review shared parental leave separately

The shared parental leave framework is a different scheme with its own allocation and conditions. Do not assume the paternity-leave plan automatically determines how the shared pool is used.

If circumstances or dates change, contact the responsible HR team promptly and ask for the current arrangement to be recorded clearly. Accurate dates and a realistic handover help the team prepare while keeping the entitlement review with the people responsible for it.

Official source

Checked on 27 October 2026. Read the official guidance for eligibility, exceptions and later updates. This is general information; individual cases may need qualified advice. Explore opportunities.