Late notice

If extenuating circumstances mean that it is not possible for you to meet the deadlines for giving notice as set out in this policy, we will accept later notice than this. Examples of extenuating circumstances include if you have been absent from work on sick leave or if a pregnancy is discovered very late.

In these circumstances, you should let us know that you would like to take paternity leave as soon as you reasonably can.

If there are no extenuating circumstances, you will be unable to take paternity leave. However, we will discuss other options with you, including you and your partner switching to shared parental leave, you taking annual leave, or you taking unpaid ordinary parental leave.

Changing your paternity leave plans

If you have submitted a period of leave notice but wish to cancel or vary the timing of your paternity leave, you must inform [your line manager/the HR department] at least 28 days before the original date stated in your period of leave notice, or the revised start date, whichever is earlier.

[Please use our Form for employee to cancel or vary dates of paternity leave (birth), Form for employee to cancel or vary dates of paternity leave (adoption within UK) or Form for employee to cancel or vary dates of paternity leave (adoption from overseas )]

Late notice

On-Demand Webinar and Surveys

ON DEMAND WEBINAR: Employment Rights Act 2025 - a user's guide

Royal Assent has finally been given and the Employment Rights Act 2025 has passed into law. But the devil is in the detail, and there is an awful lot of that in the legislation that HR professionals will now need to get to grips with.

In this webinar, employment law specialist Darren Newman sets out a road map to guide you safely through the implementation of the Act’s many different strands – including what to look out for, and what not to forget.

Stay compliant, strategic and ahead and watch now

The annual Brightmine survey on absence rates, management and sick pay is now open to complete.
The survey explores sickness absence rates, sick pay arrangements and the anticipated impact of statutory sick pay (SSP) reforms on organisations and their approach to absence management.
We are keen to hear from all organisations, regardless of whether you currently have formal sickness absence policies or initiatives in place.
As a thank you for taking part, you'll receive:

the absence rates, management and sick pay report, sent to you as soon as it is published; and
the Brightmine leading practice guide on Effective attendance management, sent to you immediately upon completion of the survey.

The survey is expected to close on 6 March 2026.

CLICK HERE TO TAKE PART