‘Day one right’: The new UK law giving grieving parents up to a year off work starting April 2026
The UK is introducing Bereaved Partner’s Paternity Leave (BPPL), a statutory entitlement allowing eligible employees to take up to 52 weeks of unpaid leave if their partner dies within the first year of the child’s birth or adoption placement.
The entitlement, which takes effect from 6 April 2026, addresses a previous gap where bereaved partners often depended on employer goodwill for extended time off to grieve and care for their young child.
The leave is a ‘day one right’, meaning no minimum period of employment is required, employees qualify from their first day on the job.
According to Manuela de Castro, Senior Solicitor at didlaw, some of the key details of the new entitlement include:
- Eligibility: Applies when the child’s mother or primary adopter dies on or after April 6, 2026, and the child is under one year old (or within the first year of adoption placement). The employee must have main responsibility for the child’s upbringing.
- Duration: Up to 52 weeks of unpaid leave, typically taken as a single block, within the first year of the child’s life or adoption. If the child also dies, the leave can extend up to eight weeks after the child’s death in some cases.
- Notice and Flexibility: For bereavements occurring soon after the change, notice requirements may be shortened initially to allow quick access. Oral notice is permitted in urgent situations within the first eight weeks.
- Pay: The leave is unpaid under statute, though employers may choose to offer pay or enhanced terms voluntarily.
- Protections: Employees are protected from dismissal or detriment related to taking this leave, similar to other family leave rights.
This builds on earlier adjustments, such as the Paternity Leave (Bereavement) Act 2024, which removed qualifying service barriers for shorter paternity leave in bereavement cases from late 2025. The April 2026 change significantly extends support for surviving partners.
Businesses will need to update policies, train HR teams, and prepare for requests. Although unpaid, the extended absence could impact operations in smaller firms.
Many progressive employers already offer enhanced compassionate leave, and this may encourage more to go beyond the statutory minimum.
Broader bereavement leave expansions (e.g., for pregnancy loss or other family deaths) are slated for 2027 following consultations.
