UK employers face uncertainty as MPs demand sweeping changes to paternity rights. The UK currently offers one of the worst packages of paternity rights in Europe: just two weeks of statutory leave at £184 per week or 90% of earnings, whichever is lower.
In addition, shared parental leave (SPL), introduced in 2015, was intended to start to rebalance the system but hardly any couples use it, meaning mothers’ careers stall while fathers return to work almost immediately.
This disparity with other developed countries is increasingly being exposed as the government published its response to the Women and Equalities Committee’s report on proposed changes to the UK’s parental leave regime in September this year. The committee’s recommendations include at least six weeks of properly paid paternity leave; extended eligibility for self-employed parents; a full simplification of SPL; and suggested financial incentives or reserved leave periods to encourage fathers to take up SPL.
If these recommendations ever come into force, employers will need to plan for longer absences including coverage and update HR policies. The changes should benefit businesses long-term because they are expected to result in improved retention, enhanced loyalty, and a more attractive offer for younger workers.
Whether the government will act on these recommendations is unknown. The biggest recommendations were not part of the Labour manifesto, and ministers have so far stopped short of promising higher pay or longer leave.
The government’s published response to the report noted that it expects “the review to run for a period of 18 months, and it will conclude with a set of findings and a roadmap, including next steps for taking any potential action”.
As of April 2026, day-one rights to paternity and parental leave, but not a day one right to pay, so many query the extent of the benefit, will come into force. However, the future for businesses and parents remains uncertain.
Employers should review their paternal leave policies, particularly how they weigh up against competitors. They should also consider monitoring policy changes closely, prepare for April 2026 when day-one rights kick in, consider how they would manage longer paternity absences if the reforms progress, and normalise men taking leave to improve equality and retention.
Reform is long overdue. Forward-thinking employers should consider acting now to get ahead of the curve and support employees who may require paternal leave support.
Emma Clark is an employment partner at Keystone Law
