to the OP, yes, sounds like it’ll be holiday, but ask after you’re hired. Employment law around the descrimiation side of “pregnant fathers” 😯 is still in its infancy… you don’t want to become a test case.
re the “it doesn’t cost your employer a thing” sentiment:
the reality is often quite different when you actually see it from the employers side I can assure you.
In larger organisations, managers who do not have to sign the cheques and consider how they are going to balance the books at the end of each month for the whole business typically lose sight of the “real” costs of employing staff, (and in the civil service they live in cloud cuckoo land altogether, hence the terrible mess they have got themselves into with pay structures and expectations, but that’s a whole other topic!)
As a smaller employer, with 8 members of staff, I can assure you that there very real costs and impacts associated with all staff leave. Whilst Statutory paternity Pay is usually eventually recoverable, there are often significant additional costs/impacts on the business as a result of losing that member of staff for a period of time. Slightly off subject but as an example, a recent maternity leave of just 8 months has so far cost the business in excess of £3.5 k in additional costs, over and above costs of eventually recoverable Maternity pay, and its not over yet. That’s 1% of our gross turnover. That might not seem much, but anyone who runs a business will understand knows that a 1% hit against gross turnover means probably a 3-4% cut in net profit for the business. And in these challenging times thats pretty darn significant. 3 or 4% paycut every time an employee takes maternity leave anyone?
Now please don’t get me wrong. I thoroughly support paternity leave, I really believe its a good idea ( not the mudshark model, obviously) and I encourage all father’s to play an active part in the early weeks and years of your fledgeling families life: I have no member of staff who has worked with me less than 8 years, apart from our current temp, in an industry that is typically plagued by high staff turnover rates. We pay full sick pay etc and a host of other benefits as part of a package to train and retain our invaluable team members, and we have a great relationship as a result because of mutual respect and understanding of how the business, and its team members , interact and depend upon each other. I count my blessings each day when I hear the horror stories from my contemporaries.
To get to the point of what is now probably starting to seem like a ramble, please don’t assume these things “cost your employer/business nothing”. It does.
To the OP again I say, respectfully, say nothing at interview, but after accepting an offer, discuss your personal needs then. A good employer will work with you to achieve something suitable for your situation.