Family friendly workplace rights are set for significant change in April 2026 under the next implementation stage of the Employment Rights Act 2025. Among these reforms are important updates to paternity leave and parental leave entitlements, reshaping when and how parents can take time off work to care for their children. These updates aim to make family leave more flexible, fair, and accessible particularly for employees who previously fell through the cracks due to qualifying service requirements.
In this blog, we’ll explain the current rules, what’s changing, how it works in practice, and what employers need to do to be compliant and supportive.
The current law: how paternity and parental leave works now
At present, UK law entitles eligible employees to:
- Statutory paternity leave of up to two weeks
- Unpaid parental leave, allowing eligible parents to take time off to care for a child up to their 18th birthday.
However, full eligibility for these types of leave currently depends on service:
- An employee must have worked for their employer for at least 26 weeks by the end of the 15th week before the expected week of childbirth to qualify for statutory paternity leave.
- To take unpaid parental leave, a minimum of one year’s continuous service is required.
These qualifying periods have meant that many parents, especially those who are new in a job or in more flexible working arrangements, have missed out on these rights.
What’s changing in April 2026?
Crucially, from 6 April 2026, the qualifying service requirements for both paternity and unpaid parental leave will be removed under the Employment Rights Act 2025. This means:
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Day-one rights to paternity leave
Under the reforms, all employees will have the right to take statutory paternity leave from their first day of employment. The previous 26 week service test will no longer apply to the leave entitlement. However, the qualifying service requirement to receive statutory paternity pay during the period of paternity leave will remain in place.
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Day-one rights to unpaid parental leave
Likewise, the one year minimum service requirement for unpaid parental leave will be removed. From April 2026, eligible parents will be entitled to take unpaid parental leave from day one of employment.
Daily life examples – what the changes mean
Example 1: Paternity leave
Frank started a new job in January 2026 and his partner’s baby is due in June. Under the current rules, he would not qualify for any paternity leave because he will have less than 26 weeks’ service. After April 2026, he will be able to take paternity leave from day one of his employment.
Example 2: Parental leave
Kevin joined his employer on 2 March 2026 and his first child is due in November. With the April 2026 reforms, Kevin will be able to take unpaid parental leave as soon as he wants, without waiting a year, to be with his family during important milestones such as early childcare.
What employers need to do to be compliant
These changes have practical implications for all employers regardless of sector and size. Here’s what employers should consider before April 2026:
- Update HR policies and handbooks
Employment policies should be reviewed and updated to reflect the day one entitlement to paternity and parental leave. This includes:
- Clarifying that employees no longer need service to qualify for leave.
- Explaining notice requirements and pay eligibility.
Clear documentation helps avoid confusion and ensures fairness.
- Communicate the changes clearly
Proactive communication helps employees understand their rights. Employers should consider:
- Sending an internal notice or email covering the changes.
- Holding briefing sessions with managers.
- Publishing updated FAQs or guidance on the company intranet or noticeboards.
Good communication builds trust and helps staff plan their leave without stress.
- Train managers on new entitlements
Line managers are often the first point of contact for leave requests. It’s vital they understand:
- That new starters can request leave immediately.
- How paternity and parental leave requests should be handled.
Ensuring consistency in manager responses reduces legal risk and improves the employee experience.
The changes to paternity leave and parental leave in April 2026, driven by the Employment Rights Act 2025, represent a move towards more inclusive family rights in the workplace. For employers, early preparation, clear policies, and effective communication will help ensure compliance and promote a positive workplace culture as these new rights take effect.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
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Why not also check out last weeks blog What is the Fair Work Agency?
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