On 12 January 2026, Brentford FC became the first organisation to formally adopt the principles of Hugh’s Law, introducing paid leave and job protection for parents of critically or seriously ill children.
This marks a significant milestone in the Hugh’s Law campaign and could have far-reaching implications for both employers and employees across the UK.
Hugh’s Law is a campaign led by Ceri and Frances Menai-Davies, who tragically lost their six-year-old son, Hugh, in 2021 following a ten-month battle with a rare form of cancer. During Hugh’s treatment, the family travelled daily from Hertfordshire to Addenbrooke’s Hospital in Cambridgeshire. Like many parents in similar circumstances, one of them had to give up work to provide care, resulting in a substantial loss of household income at an already challenging time.
Their experience has driven ongoing calls for improved statutory support for parents forced to step away from work to care for a seriously ill child. At present, UK law provides a clear distinction between neonatal care and illness occurring later in childhood.
If a newborn requires medical care within the first 28 days of life, parents may be entitled to paid leave under the Neonatal Care (Leave and Pay) Act and related regulations. However, where a child is diagnosed with a serious illness after this period, no equivalent statutory entitlement exists.
As a result, parents must often rely on a limited combination of workplace rights and state support, including:
Unpaid parental leave (up to four weeks per year)
Unpaid carer’s leave (up to five days per year)
The right to request flexible working
Unpaid time off for dependants
Disability Living Allowance (subject to a three-month qualifying period)
Universal Credit
In practice, this framework leaves many families financially vulnerable, particularly during the first period following diagnosis.
Some protections may arise under the Equality Act 2010 where a child’s condition meets the legal definition of disability. However, these protections are limited and do not provide a dedicated entitlement to paid leave. In the case of a child’s death, parents may be entitled to statutory parental bereavement leave and pay, subject to eligibility criteria.
Hugh’s Law looks to introduce a new statutory entitlement: Serious Childhood Illness Leave and Pay. The key proposals include:
A day-one right to leave from the point of diagnosis
Coverage for children from 29 days old up to the age of sixteen
Paid leave for parents needed to provide care
Full job protection, preventing dismissal or detriment
The proposal broadly mirrors the structure and protections associated with neonatal care leave, extending similar support to families facing serious illness later in a child’s life. It is estimated that around 4,000 children each year require hospital stays of two months or longer, with average added costs to families of approximately £750 per month. Addressing the current gap in financial support, particularly the delay before benefits such as Disability Living Allowance become available, is expected to cost in the region of £6 million annually, depending on how eligibility is defined.
Despite growing support, Hugh’s Law has not yet been introduced as a government bill. Proposed amendments to the Employment Rights Bill were previously blocked in the House of Lords in July 2025. The Government has since confirmed that a consultation on the issue will form part of a broader Carer’s Leave Review.
The decision by Brentford FC to implement these principles voluntarily signals a potential shift in how employers approach serious childhood illness. In the absence of statutory reform, support for affected employees has depended on employer discretion. Early adoption by organisations may therefore play a key role in shaping expectations and accelerating wider change.
Hugh’s Law highlights a significant gap in the UK’s current framework of family-related employment rights. While parents of newborns receive help from structured statutory support, those caring for older children with serious illnesses must often rely on limited and unpaid provisions. The campaign stands for a push to recognise serious childhood illness as a life event calling for dedicated legal protection. Whether through legislation or voluntary employer action, momentum is building towards a more consistent and compassionate approach.
If you need any further advice and help, please do not hesitate to contact the Quest HR Advice Line on 01455 852 028.
