BPPL: Protection against detriment or dismissal
Contents
Detrimental treatment
Your employer must not subject you to any detriment in relation to bereaved partner's paternity leave (BPPL). This means they can't do something (or deliberately not do something) that disadvantages you because you take, or want to take, or they believe you may take BPPL.
Examples of detrimental treatment include denial of promotion, facilities or training opportunities that your employer would normally have made available to you.
If you believe your employer has done this, you can raise a grievance. If your employer fails to address it, you could potentially make an Employment Tribunal claim for detrimental treatment.
Dismissal
Your employer must not dismiss you or select you for redundancy because you take, or want to take, or they believe you may take BPPL.
If they dismiss you in these circumstances, you can start an Employment Tribunal claim for unfair dismissal, regardless of how long you've worked for them.
Redundancy
If a redundancy situation arises while you're on BPPL or within the additional protected period, you will be entitled to be offered (as opposed to just have the right to apply for) alternative employment if there's a suitable alternative vacancy.
The vacancy must be offered before your existing contract ends and must start immediately after the end of that contract.
The additional protected period applies to employees who take at least 6 weeks of BPPL (so it won't apply if you take a shorter period). It starts the day that you return to work and ends 18 months after the child's birth or (for adoptions) placement date.