Adoption leave

Start with the route to parenthood

Adoption leave can last for 52 weeks: 26 weeks of Ordinary Adoption Leave followed by 26 weeks of Additional Adoption Leave. It is a day-one employee right when the relevant placement or surrogacy conditions and notice rules are met.

One partner takes adoption leave. The other may qualify for paternity leave. The route can cover a UK agency adoption, an overseas adoption, foster-to-adopt or a qualifying parental-order surrogacy arrangement. Private adoptions, stepchild adoption, special guardianship and ordinary kinship care do not automatically qualify. Check the official eligibility guidance before promising leave.

Set the right start date and notice

For a UK adoption, leave can start on the placement date or up to 14 days before the expected placement. For an overseas adoption, it starts when the child arrives in the UK or within 28 days. For surrogacy, it starts on the birth date, or the following day if the employee was working on the birth date.

After a UK match, the employee normally gives notice within seven days and states the expected placement, intended start and amount of leave. You confirm the dates within 28 days. Overseas, foster-to-adopt and surrogacy routes have their own evidence and notice steps, so use the official claim process.

The main adopter can take paid time for up to five adoption appointments. A secondary adopter can take time for two appointments, normally unpaid.

Keep adoption leave and pay separate

Statutory Adoption Pay has separate service, earnings and evidence tests and can run for up to 39 weeks. An employee may qualify for leave without qualifying for statutory pay.

Annual leave continues to accrue, and contractual rights other than ordinary wages continue. Record the route, matching or entry evidence, placement or birth date, leave dates and pay decision. For a Northern Ireland case, follow the specific nidirect process rather than assuming Great Britain's forms and deadlines apply unchanged.