Day one parental leave changes (effective April 2026)

Published: April 8 2026

From 6 April 2026, the Employment Rights Act 2025 introduces significant reforms to family related employment rights. These changes are designed to improve accessibility, flexibility and fairness for working parents, particularly those who previously missed out due to long qualifying periods.

Paternity leave becomes a day one right

Employees will no longer need 26 weeks’ continuous service to qualify for statutory paternity leave. All employees, regardless of start date, will be entitled to up to two weeks of paternity leave from their first day of employment.

What this means for employers:

• More employees, particularly new starters, will qualify for paternity leave.
• Statutory Paternity Pay does not become a day one right; employees must still meet earnings thresholds to qualify.
• A temporary reduced notice period applies for newly eligible parents, allowing 28 days’ notice instead of 15 weeks for certain due dates.

Unpaid parental leave becomes a day one right

The current requirement of one year of continuous service will be removed. Employees will be entitled to up to 18 weeks of unpaid parental leave per child, from their first day of employment.

Employer considerations:

• Although unpaid parental leave is used less frequently, managers must be aware of employees’ statutory rights.
• Leave can still be postponed in limited situations, but decisions must remain compliant and well documented.

 Greater flexibility in leave sequencing

The restriction preventing employees from taking paternity leave after Shared Parental Leave will be removed, offering families greater flexibility in planning leave during the first year of a child’s life.

Operational impact for organisations

These reforms mark a significant shift towards broader family supportive rights in the workplace.

Action points for management: 

• Update handbooks and policies to reflect new day one entitlements.
• Train managers on updated notice rules and handling requests consistently.
• Review payroll processes to ensure compliance with statutory pay requirements.
• Prepare for increased uptake among new starters, ensuring appropriate planning for operational cover.

Further support

From day one rights to flexible leave sequencing, the Employment Rights Act 2025 changes how employers must approach family-related leave from 6 April 2026. Updating policies, retraining managers and reviewing payroll processes takes time — and getting it right matters.

Kent HR are on hand to provide practical, flexible HR support tailored to your business, helping you navigate these changes with confidence. With experience across a wide range of industries, our team can work alongside you to update your policies, guide your managers and ensure your organisation is ready for the new requirements.

Get in touch with Kent HR today to find out how we can help your business adapt.

For complex legal questions or advice on specific cases, our colleagues in the Employment team at Brachers are also available to support you.