Family leave: employer checklist

Checklist for implementing day-one paternity leave, unpaid parental leave, and bereavement leave entitlements under ERA 2025. Covers policy updates, HR system configuration, payroll requirements, and manager training.

UK-wide
Guide summary

From 6 April 2026, you must give employees family leave from their first day of work. You need to update your company policies, HR systems, and train managers to handle requests for paternity, unpaid parental, and bereavement leave. These changes mean new employees qualify immediately.

  • Update policies for paternity leave – no service requirement from April 2026
  • Update policies for unpaid parental leave – no service requirement from April 2026
  • Create or update bereavement leave policy for day-one right from April 2026
  • Include early pregnancy loss in bereavement leave policy
  • Configure HR systems to allow day-one leave requests
  • Paternity pay remains £194.32/week (or 90% earnings) from 2026/27
  • Unpaid parental leave remains 18 weeks per child, taken in blocks
  • Train managers on new day-one eligibility and sensitive handling
On this page
UK-wide

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Several family leave entitlements are day-one rights under the Employment Rights Act 2025. Employees are eligible from their first day of employment, with no minimum service requirement. This guide provides a compliance checklist for employers.

Ensure compliance: Your policies, HR systems, and manager training must reflect day-one eligibility for paternity leave, parental leave, and bereavement leave.

Day-one entitlements

Paternity leave
Day-one right (no service requirement)
Unpaid parental leave
Day-one right (no service requirement)
Bereavement leave
Statutory entitlement - day-one right

Employer compliance checklist

Policy updates

  • Ensure there is no service requirement in your paternity leave policy
  • Ensure there is no service requirement in your parental leave policy
  • Create or update bereavement leave policy to include the statutory entitlement
  • Include early pregnancy loss in bereavement leave policy
  • Update employee handbook with current entitlements

HR systems

  • Update HR system to process leave requests from day-one employees
  • Configure paternity leave without service check
  • Configure parental leave without service check
  • Add bereavement leave as a leave type

Payroll

  • Statutory Paternity Pay still requires LEL - configure accordingly
  • Parental leave remains unpaid (unless you offer enhanced terms)
  • Check statutory bereavement pay regulations when published

Training

  • Brief managers on day-one eligibility
  • Train HR on processing requests from new employees
  • Ensure sensitive handling of bereavement requests

Practical considerations

Hiring impact

Because family leave is a day-one right:

  • Candidates can request paternity leave from their first day
  • New employees may immediately need parental leave
  • You cannot refuse to hire someone because they might need family leave

Record keeping

  • Track parental leave taken (18 weeks per child total, including with previous employers)
  • Request evidence of parental leave taken with previous employers
  • Maintain records for potential tribunal claims
Paternity pay and leave (opens in a new tab)
Parental leave (opens in a new tab)