Eight weeks of paternity leave at Ealing Council: who the new policy covers

Will every father working in Ealing now receive eight weeks of paid leave? No. The new policy applies to Ealing Council employees, not everyone employed in the borough. The council announced on 22 September that it is extending properly paid paternity leave to eight weeks. That is four times the statutory two weeks described on GOV.UK.

The change is part of a wider employment package. Staff taking maternity or adoption leave will receive eight weeks on full pay instead of six, followed by a longer period on half pay. The council has also announced a new payment for employees returning after maternity leave.

Another measure is a childcare deposit loan. It is intended to help employees who need to pay money upfront to secure a place with a childcare provider. A separate rental-deposit scheme will support staff starting a private tenancy or moving between rented homes while they wait for an earlier deposit to be returned.

The direct beneficiaries are Ealing Council employees who meet the conditions of each policy. The authority says about 30% of its workforce lives in the borough, meaning some of the benefit will remain in local households. The package has been backed by the GMB and Unison unions. The Dad Shift campaign described the extended leave as meaningful support for fathers and their families.

An employee expecting a child should still check the detail before planning time away from work. The announcement does not set out every eligibility condition, the payment level for each week or how different entitlements interact. The practical step is to ask HR for the current policy, its start date and the application process. Staff should also check whether the arrangements differ for birth, adoption or surrogacy.

People who do not work for Ealing Council remain covered by their own employer’s policy and the statutory rules. GOV.UK says an eligible person may receive two weeks of Paternity Leave and Paternity Pay, but leave and pay have separate conditions. Employment rights during statutory paternity leave include entitlement to pay rises, continued holiday accrual and the right to return to work.

The key distinction is therefore straightforward. Eight weeks is a new employment benefit offered by Ealing Council. It is not a nationwide change to statutory leave for every father who lives or works in Ealing. Council employees can ask HR for the complete rules; other workers should check their contract, their employer’s family-leave policy and the current government guidance.

The wider package is designed to retain experienced staff and attract workers at different career stages. For residents, its direct effect depends on whether they are employed by the council, but it also sets a local public-sector benchmark that other employers may choose to compare with their own arrangements.