UK-wide

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.

Guide summary

Update your family leave policies before 6 April 2026 to remove service requirements for paternity, unpaid parental, and bereavement leave. Employees can request these from their first day. Configure your HR systems and train managers to handle day-one requests. Track parental leave taken (18 weeks per child) and follow the rules for Statutory Paternity Pay (needs £125 a week).

  • Update paternity leave policies to remove the 26-week service rule
  • Update parental leave policies to remove the 1-year service rule
  • Update bereavement leave policy to cover wider family and early pregnancy loss
  • Set up HR systems to process family leave from an employee's first day
  • Check if employees qualify for Statutory Paternity Pay (needs £125 a week)
  • Record unpaid parental leave taken (18 weeks per child, up to 4 a year)
  • Train managers on day-one leave rights and sensitive bereavement support
  • Check GOV.UK for bereavement leave pay rules when they are published
  • Ask new employees for proof of parental leave taken with previous employers
  • Do not refuse to hire someone because they might need family leave
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Related guides in Employment & HR

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)