From April 2026, a number of important changes to the law on to paternity and parental leave entitlement have come into force, with the aim of increasing flexibility and supporting families.

Day-One Rights Strengthened

One of the most notable changes is the introduction of “day-one” rights. Paternity leave and unpaid paternal leave are now available from day one of employment. The former qualifying periods- 26 weeks for paternity leave and 1 year for parental leave- have now been removed, enhancing flexibility for families. However, statutory paternity pay still requires employees to meet the necessary qualifying service.

Greater Flexibility in Paternity Leave

Eligible employees can now take statutory paternity leave in a more flexible manner. Rather than being restricted to a single continuous block, leave may be split into separate periods, allowing fathers and partners greater flexibility in timing their absence with family needs. For example, an employee could take one week at the time of birth and another week at a later agreed date.

Practical steps for Employers

Employers should review and update their policies immediately to reflect the new legal framework. It is particularly important to distinguish between leave entitlement and pay entitlement within all documentation. It is also advisable to provide training for HR and line managers so that all staff understand the changes, the new flexibility around leave, and the eligibility requirements for both leave and pay. Regular communication should be maintained to support staff queries and minimise disputes.

If you require any assistance, please contact us today on 01772 799600 or Employment@marsdenrawsthorn.com