Family-friendly rights and support
Use our template wording to create your organisation’s bereaved partner’s paternity leave policy, now that the Bereaved Partner’s Paternity Leave Regulations 2026 have been published in final form. The new right will come into force on 6 April 2026.
Updated to reflect the statutory paternity pay rate in force from 5 April 2026. Employers should review payroll and check eligible employees are paid correctly.
Updated to reflect the maternity allowance rate in force from 5 April 2026.
Updated to reflect the statutory shared parental pay rate in force from 5 April 2026. Employers should update payroll systems, relevant policies and check eligible employees are paid correctly.
Updated to reflect the statutory adoption pay rate in force from 5 April 2026. Employers should review payroll and check eligible employees are paid correctly.
Updated to reflect the statutory maternity pay rate in force from 5 April 2026. Employers should review payroll and check eligible employees are paid correctly.
With just weeks to go until implementation on 6 April 2026 and employers running out of time to prepare, the Regulations setting out the detail of bereaved partner's paternity leave have been finalised. Smooth your preparations by making use of our new model Bereaved partner's paternity leave policy, which was published well in advance and is proving to be among our most popular resources in March 2026.
This quick reference explains the statutory entitlement of eligible employees to statutory neonatal care pay if their child, or a child with whom they have a qualifying relationship, requires medical or palliative care and was born on or after 6 April 2025.
While the Employment Rights Act 2025 removes the qualifying period for statutory paternity leave from 6 April 2026, the qualifying requirements for statutory paternity pay remain the same.
The restriction preventing employees from taking paternity leave after a period of shared parental leave is removed from 6 April 2026. Employers will need to make sure their policies reflect this change.
HR and legal information and guidance relating to family-friendly rights and support.