Additional Paternity Pay (Birth) - for babies due before 5th April 2015

 

Where a baby is due on or before 4th April 2015, eligible fathers, partners or civil partners of mothers will be entitled to Additional Statutory Paternity Pay where there is entitlement to Statutory Maternity Pay (SMP) or Maternity Allowance (MA) and that payment has been brought to an end by the mother returning to work

The employee must be taking time off work to care for their child.

Payments of ASPP count as earnings. You must deduct tax and National Insurance Contributions (NICs) from them in the usual way.

You will normally be able to recover some or all of the ASPP you pay. 

 

For babies born on or after 5th April 2015, there is no entitlement to ASPP. Instead, fathers may be entitled to Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) - further information on Shared Parental Leave can be found within the Support section on the website.

 

Paying ASPP

ASPP is paid to an employee by their employer in the same way as normal wages. ASPP is paid at the lower of:

  • £139.58 or
  • 90% of AWE

for pay weeks commencing on or after Sunday 5 April 2015.

 

The minimum period ASPP can be paid for is two weeks and it will cease when the SMP, MA or SAP period ends. ASPP ends no later than the child's first birthday. 

 

 

Entitlements

ASPP FOR BIRTH

Your employee and the child’s mother must both satisfy certain conditions for entitlement to ASPP.


EMPLOYEE

Your employee will satisfy the conditions for ASPP if:

  • they are the child’s father, or if not the child’s father, they are the spouse, civil partner or partner of the mother
  • they have, or expect to have, the main responsibility (apart from the mother) for the upbringing of the child
  • they have been employed by you long enough
  • they have normal earnings above the LEL in the relevant period
  • they intend to care for the child during the ASPP period
  • the mother satisfies her conditions
  • the mother has completed and signed her declaration
  • they have given a completed declaration to you

 

CHILD’S MOTHER

The child’s mother must have:

  • satisfied the conditions for entitlement to Statutory Paternity Pay (SMP) or Maternity Allowance (MA)
  • taken action to return to work
  • taken at least two weeks off work after the birth
  • at least two weeks of her SMP or MA period remaining
  • signed the declaration form SC7 to confirm they intend to return to work and will stop receiving SMP or MA.

 

 

ASPP and Additional Paternity Leave Start and End Dates
 

Your employee has the right to choose when they want to take pay and leave within a set period:

  • The earliest start date is 20 weeks after the child’s birth.
  • ASPP must end no later than the date the SMP or MA period ends.
  • There must be at least two weeks SMP or MA remaining.
  • Additional paternity leave (APL) cannot exceed 26 weeks, except in exceptional circumstances, and must end no later than the child’s first birthday.
  • Your employee may take unpaid APL after the SMP or MA period ends.

 

Recovery of ASPP

All employers are entitled to recover 92% of ASPP they pay, however, if the employer qualifies for Small Employers Relief, where the total NIC in the qualifying tax year was under £45,000, they can recover 100% of ASPP paid plus an additional 3% in compensation for payments made.

 

 

CALCULATING ASPP ON BRIGHTPAY

To access this utility, simply go to 'Payroll' and select the employee from the listing:


1) Under Statutory Pay, click Calendar

2) On the Calendar, select the start date the employee is taking ASPP

3) Select Additional Paternity Leave from the Parenting Leave section at the top right of the screen

4) Under ‘Mother’s Statutory Maternity Pay/ Maternity Allowance’ enter all relevant dates

5) Under ‘Additional Paternity Leave Dates’ enter the employee’s Start of Leave date and Length of Leave

6) Average Weekly Earnings (AWE) - the program will automatically calculate the employee’s average weekly earnings for the purpose of calculating ASPP due.

The user can at their own discretion override the automatic calculation and manually enter an employee’s average weekly earnings. However it is recommended to seek advice from an accountant before doing so. To override the automatic calculation, simply untick the box and enter the amount.

7) For RTI reporting requirements, complete the Mother's Details section accordingly.

8) Click Save when all sections have been completed. The program will automatically update the calendar accordingly and apply the ASPP.

 

Overriding the 'Average Weekly Earnings' Calculation


If existing payment records have not been recorded in BrightPay, the automatic calculation performed by the program after completing the above may be inaccurate. In the event of this occurring, the user may override the AWE by doing the following:

1) On the main Payroll screen, click the Edit icon in the employee’s Statutory Payments section

2) In Additinal Paternity Leave, select the option ‘Override average weekly earnings’

3) Enter the average weekly earnings amount for the employee, then click out of this box

4) The program will now calculate ASPP based on the AWE manually entered by the user

 

 


Editing the Length of Additional Statutory Paternity Leave

Should an employee wish to extend or reduce the length of their Additional Paternity Leave, the length of leave already entered for the employee can be edited as follows:

 


1) In Payroll, select the employee’s name on the left

2) Under Statutory Pay, click on Calendar

3) On the Calendar, select any date in advance of the current payroll date and which is currently marked as Additional Paternity Leave

4) Within the Additional Paternity Leave section that will appear to the right of the calendar, click the Edit icon

5) Amend the employee’s Length of Leave by selecting the number of weeks now applicable from the drop down menu

6) Click Save Changes

7) Close the Calendar to return to the main Payroll screen

 

 

Keeping in Touch Days (KIT)


During the additional paternity period, an employee can work 10 days without losing any ASPP. These KIT days can be taken separately, consecutively or in a block. The employee may be paid for KIT days. If the employee exceeds 10 KIT days, this will result in the loss of ASPP for the week in which the work is done.

To record Keeping In Touch Days in BrightPay:

 

1. Under Employees, select the employee from the listing and click their Calendar tab.

2. On the Calendar, select the date of the Keeping In Touch day and click 'Keep In Touch Day' on the right hand side

3. Repeat if further Keeping In Touch Days are taken


As soon as the number of Keeping In Touch Days recorded in the employee's calendar exceeds 10 days, BrightPay will notify you in the relevant pay period that the employee is not entitled to any ASPP due to having taken their 11th (or higher) Keep In Touch day.

 

How BrightPay calculates ASPP

 

BrightPay uses the full statutory week method when calculating & applying ASPP.

Monthly Payroll Example:

Additional Paternity Leave begins on a Wednesday. Therefore the last day of the ASPP week will be a Tuesday. 

ASPP will thus begin in the pay period in which the first Tuesday of the Additional Paternity leave falls.

BrightPay will then establish how many Tuesdays fall in the pay period and apply the weekly ASPP rate to the number of Tuesdays there are.

 

Weekly Payroll Example:

Additional Paternity Leave begins on a Wednesday. Therefore the last day of the ASPP week will be a Tuesday. 

ASPP will thus begin in the weekly pay period in which the first Tuesday of the Additional Paternity leave falls.

Need help? Support is available at 0345 9390019 or support@brightpay.co.uk.

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