Details

From Monday 6th April 2026, paternity leave and unpaid parental leave become day one rights. You can no longer rely on the 26-week qualifying period to filter eligibility. New hires can give notice from their first day. For babies due between Sunday 5th April and Sunday 25th July 2026, employees need give only 28 days’ notice.

Eligibility

All employees qualify from day one. This shifts risk to onboarding decisions. If you hire someone who flags an imminent birth, you must manage continuity, not capability. Treat any allegations of adverse treatment carefully. Detriment linked to family leave often triggers discrimination claims, which carry uncapped compensation.

Notice

Shorter notice means less time to plan. Informal pushback, delayed responses, or ‘are you sure?’ conversations often appear in tribunal bundles. Train your line managers now. Casual comments create risk.

Flexibility

Employees can take paternity leave in separate blocks. Expect more fragmented absences. Budget for cover and factor this into succession planning, especially at senior levels.

Timing

Leave can follow birth or adoption. Align handover processes with real dates, not assumptions.

Statutory Pay

Statutory paternity pay still requires service and earnings thresholds. Some employees will qualify for leave but not pay. Communicate clearly to avoid mistrust and grievance.

Additional Rights

Employees will remain protected from dismissal or detriment for taking leave. Reputational damage travels faster than any claim form. Set the tone at the board level. Document decisions. Audit policies before April 2026, not after the first complaint lands.