The UK Government are introducing a number of new family-friendly measures under the Employment Rights Act 2025, with the first changes already in full effect as of 6th April 2026.
In this blog, we’ll break down the key updates that are happening, explain what employers need to know, and outline the actions you should take now.
Paternity Leave
Previously, paternity leave was only available to employees who had at least 26 weeks of service by the 15th week before the expected week of childbirth (EWC). From 6th April 2026, this has now become a day-one right, meaning no qualifying period or no 26 weeks of continuous service is needed.
As a result, new employees can take paternity leave in their first week of employment, and employers cannot refuse or delay their request.
Also, parental leave can now be taken after a period of shared parental leave which provides better flexibility for families, previously this was not allowed.
Statutory paternity leave is still a maximum of 2 weeks per child, but now employees can choose to take this as either; split into two separate one-week blocks or one continuous two-week period. Most employees take the full 2 weeks, but leave must be taken within 56 days of the child’s birth or placement for adoption, with employees providing notice specifying when they intend to take leave.
Unpaid Parental Leave
Parents are now also entitled to take unpaid parental leave from day one in employment. Previously employees needed to have worked for their employer for 1 year to be eligible.
In most cases, an employee must give you 21 days’ notice before the date they want to start a block of parental leave, and the exact dates they will start and finish the leave.
Maternity Leave
From 6th April, Statutory Maternity Pay (SMP) has increased to £194.32 per week (or 90% of average weekly earnings if lower) and is payable for up to 39 weeks.
Employees remain entitled to 52 weeks of leave, and is still a day-one-right, meaning no minimum service is required to qualify for the leave itself.
To be eligible for Statutory Maternity Pay, employees must have at least 26 weeks’ continuous service by the end of 15th week before the expected week of childbirth and earn on average at least £129 per week.
This means that full entitlement typically consists of 39 weeks of paid leave, and 13 weeks of unpaid leave.
Employees need to inform their employer about maternity leave in writing at least 15 weeks before baby is due.
Bereaved Partners Leave
Fathers or partners will be permitted to take up to 52 weeks of unpaid leave if the child’s mother or primary carer dies within the first year of birth or adoption. This will apply to bereavements which occur on or after 6th April 2026.
Changes to general bereavement leave and pregnancy loss leave is coming in 2027.
What Employers Should Be Doing?
Following the changes of new family-friendly rights, employers should take proactive steps to ensure compliance and minimise disruption to their workforce by:
- Reviewing and updating policies – current policies should be reviewed and updated to reflect the latest changes.
- Managers and HR teams – As these are usually the first point of contact for leave requests, it’s crucial to understand the changes.
- Updating payroll and systems – this is important to manage pay rates and track the different types of leave.
- Plan for flexibility – with employees eligible for leave from day one, planning and cover should be reviewed to make sure this is managed effectively.
Taking these steps now will help employers stay compliant and provide sufficient workforce support workforce.
How Premier Legal Can Help
Premier Legal is here to help you every step of the way in navigating these new employment rights. Contact us today to find out how we can help your business navigate these changes confidently.
Related Posts
Author
sarahrobinson@premier-legal.co.uk
Sarah Robinson is the Managing Partner and has specialised exclusively in employment law since qualifying as a solicitor in 1996.
Sarah has considerable experience of representing clients in many different industry sectors including insurance and financial services, corporate finance, technology, legal services, automotive, hotel and catering and media as well as the public sector.
Areas of particular interest include restrictive covenants, TUPE and advising in relation to discrimination.