The Employment Rights Act 2025 makes the following changes to parental rights, focusing on a more family friendly workplace:
Paternity Leave
Paternity Leave allows eligible employees (the child’s father or partner of the mother) to spend time with a new child and support their partner. Employees can choose to take one or two weeks leave.
Currently employers must have worked for their employer for 26 weeks by the end of the 15th week before the expected week of childbirth to qualify for paternity leave.
With effect from 6 April 2026, paternity leave becomes a day one right.
The service requirement for statutory paternity pay remains in place.
Unpaid Parental Leave
Parental Leave allows eligible employees to take unpaid parental leave to look after their child’s welfare, for example to spend more time with children, look at new schools, settle children into new childcare arrangements. Employees are entitled to 18 weeks’ leave for each child up to their 18th birthday.
Currently employees must have worked for their employer for one year before they are eligible to take this leave.
With effect from 6 April 2026, parental leave becomes a day one right.
Bereaved Partners’ Paternity Leave
Legislation introduces a new category of extended paternity leave for parents whose partner dies during childbirth or within the first year of the child’s life. This allows a bereaved partner to take up to 52 weeks leave in one block.
This leave is a day-one right, meaning employees do not need a minimum period of employment to qualify.
Employers are advised to update policies and payroll systems and ensure managers and staff are aware of the changes.
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