From 29 December 2025, bereaved partners whose partner dies in childbirth or in the first year after birth or a child’s adoption will be entitled to paternity leave regardless of their length of service. This is an important extension of existing family leave rights and will require employers to review policies and ensure managers understand the new eligibility rules.
Under the new provisions, bereaved partners will also be able to take paternity leave after a period of shared parental leave (SPL), in contrast to the current statutory framework.
These changes will apply for a relatively short period. The Employment Rights Act 2025 will make paternity leave a day-one right for all employees from April 2026 and allow any eligible new parent to take paternity leave after a period of SPL, removing the need for these more limited changes.
Further changes affecting bereaved partners may follow, subject to additional regulations:
- an extended period of paternity leave of up to 52 weeks;
- the ability to take Keeping in Touch days; and
- enhanced protection from redundancy after a period of bereaved partner’s paternity leave.
For now, employers should ensure their family leave policies reflect the changes taking effect from 29 December 2025 and that managers are aware of how the new rules apply in practice, particularly when dealing with sensitive circumstances.
