APRIL 2026 FAMILY LEAVE CHANGES
Focus on New Bereaved Partner Rights
From 6 April 2026, employers will need to update family-leave policies to reflect significant new statutory rights for bereaved partners as part of a broader package of parental leave reforms. These changes implement regulations under the (anticipated) Employment Rights Act 2025, following earlier commencement of related provisions in late 2025.
What’s changing
Under the new Bereaved Partner’s Paternity Leave regime:
A day-one right will be introduced for eligible employees whose partner (specifically, the child’s mother or primary adopter) dies during childbirth or within the first year of the child’s life or placement for adoption.
Eligible employees will be entitled to up to 52 weeks’ bereaved partner’s paternity leave. This extended leave is unpaid by statute, though employers may choose to offer contractual pay.
There is no qualifying period of service required — the right applies from an employee’s first day of employment.
These reforms fill a gap in current family-leave rights where bereaved partners previously had to rely on employer goodwill to take time off during a deeply distressing period. Employers should also note that related changes to paternity and unpaid parental leave rights – including removal of the 26-week qualifying service requirement and allowing paternity leave after shared parental leave – will apply from the same date.
Legal protections and procedural points
Although the leave is unpaid under statute, the Regulations – as drafted – propose protections that mirror some aspects of other long family leaves, including the ability to take at least ten keeping-in-touch (KIT) days during extended leave and enhanced redundancy protection for those on extended leave, similar to protections during maternity or adoption leave.
Practical steps for employers
Employers should act now to:
Review and update family-leave and compassionate-leave policies to incorporate Bereaved Partner’s Paternity Leave and related day-one rights;
Train HR and line managers to handle sensitive requests with compassion and in compliance with statutory notice requirements; and
Consider whether to enhance statutory unpaid leave with contractual paid bereavement leave to support wellbeing and retention.
These changes, while impacting a relatively small number of cases annually, are important both from a compliance perspective and as a reflection of organisational values in supporting employees through life-changing circumstances.
