The government has unveiled new changes for maternity and paternity leave arrangements, offering further flexibility and financial security for expectant parents. The legislative changes will come into effect on 6 April, bringing the UK further in line with international standards.
Among the April changes, one of the most significant is that it will no longer be necessary for employees to partake in a qualifying period to take paternity leave. Previously, expectant fathers would only be able to take paternity leave if they had been in their workplace for a minimum of 26 weeks. For parental leave, it would be one year of service. Therefore, expectant mothers and new fathers can now take leave from day one. This is a positive change and provides further flexibility for expectant parents.
Another significant change being introduced in April 2026 is entitlement for parents to take up to 52 weeks of unpaid leave if they have, unfortunately, lost their baby before their first birthday. In addition to this, employees will also be entitled to statutory day-one unpaid leave for bereavement, including pregnancy loss.
Those affected by bereavement loss will be entitled to at least one week off within 56 days of the baby’s passing. This will undoubtedly make a huge difference to many parents who are facing these challenging times, enabling them to return to work when the time is right. The loss of a child can be an unimaginable pain, and parents deserve to take the time they need to grieve and recover during what will be a hugely traumatic time for their family.
Legislative changes will also offer increased statutory pay for maternity, paternity, adoption, neonatal and bereavement leave. Currently, weekly pay for eligible weeks is £187.18. From April this year, this will increase to £194.32. As well as this, new mothers will be entitled to 90% of their average weekly income in the first six weeks of maternity leave, and up to 33 weeks at either £194.32 or 90% of their average weekly earnings. However, for fathers eligible for statutory paternity pay, this will still require 26 weeks of employment.
In late 2025, the government unveiled the UK Employment Rights Act 2025, marking a new chapter in workers’ rights. This is a major start in the movement forward to further protect workers and enabling both parents to navigate their child’s first moments with security and employer support.
With more changes coming into force over the next couple of years, employers must ensure they are adapting to these changes, with plans in place over the next few months for these transitions occurring in April.
Peter Byrne is head of employment law at Slater and Gordon
