Employers and HR practitioners should be aware that the Paternity Leave (Bereavement) Act 2024 will come into effect from 29 December 2025. This marks an important change to parental rights.
Fathers or partners of a mother or adopter whose child passes away during childbirth, or within a year of the birth or adoption, will no longer need to have six months’ service to qualify for paternity leave. They will also no longer be prohibited from applying for paternity leave if they have already used shared parental leave.
These changes will come into effect in April 2026. Employers and HR practitioners are therefore recommended to update their handbook policies to reflect the change in the law. Managers should also be made aware of the changes to ensure there are no misunderstandings.
Further changes are also expected to the legal rights of bereaved fathers and partners. The Paternity Leave (Bereavement) Act 2024 will enable regulations to be created in relation to bereaved fathers and partners and their right to take paternity leave where a child passes away. These rights may include the ability to take keeping-in-touch (KIT) days during extended leave and to be granted extended enhanced redundancy protection. It is expected that the government will increase the period of leave available in such circumstances from the usual two weeks to up to 52 weeks, although this is yet to be confirmed.
If you need any further advice and help, please do not hesitate to contact the Quest HR Advice Line on 01455 852 028.
