Big Changes to Paternity Leave and Unpaid Parental Leave Coming in April 2026
From 6 April 2026, the UK is introducing significant updates to family-friendly employment rights under the Employment Rights Act. These reforms remove long-standing qualifying service periods for certain types of leave, making it easier for new parents—especially fathers and partners—to access time off when welcoming a child.
The headline change: employees can now give notice for Paternity Leave and Unpaid Parental Leave from their very first day of employment. Previously, paternity leave required 26 weeks of continuous service, while unpaid parental leave needed one year. This shift aligns paternity leave more closely with maternity leave, which has long been a day-one right.
The government estimates this will benefit an additional 32,000 fathers each year by allowing immediate access to up to two weeks of paternity leave around the birth or adoption of a child. It supports working parents, promotes gender equality in caregiving, and helps employers attract and retain talent in a competitive job market.
Key changes include:
- Employees can notify their employer of intent to take Paternity Leave right from day one.
- The same applies to Unpaid Parental Leave (up to 18 weeks per child, typically taken in blocks before the child turns 18).
- Fathers and partners can now take Paternity Leave (and Statutory Paternity Pay, where eligible) after a period of Shared Parental Leave and Pay—previously prohibited, this adds valuable flexibility for families.
- Continuity of service requirements for Statutory Paternity Pay (SPP) remain unchanged. Employees still need 26 weeks’ service to qualify for pay, even if the leave itself is accessible from day one.
To ease the transition, temporary arrangements apply for newly eligible parents whose baby is due before 26 July 2026. These individuals only need to give 28 days’ notice instead of the standard requirements (notifying 15 weeks before the expected week of childbirth and 28 days before leave starts). For babies due on or after 26 July 2026, full standard notice rules apply. Existing eligible parents (those qualifying before April 2026) and adopters follow unchanged procedures.
Employers should act now to prepare for these changes, which technically enable notice-giving from 18 February 2026 onward for those becoming eligible in April.
Recommended steps before 6 April 2026:
- Review and update Paternity Leave and Parental Leave policies to include day-one eligibility.
- Revise the employee handbook, leave request forms, and any related templates.
- Brief line managers and HR teams on the new rules and how to handle requests from new starters.
- Check HR and payroll systems can efficiently process early leave notifications.
- Communicate the updates clearly to your workforce to build awareness and support.
These reforms mark a positive step toward more inclusive and supportive workplaces for families. While pay entitlements lag behind leave rights in some areas, the changes give millions greater security and choice when balancing work and parenthood.