Bereaved Partner’s Paternity Leave Regulations 2026
(1 day, 7 hours ago)
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Baroness Lloyd of Effra
That the Grand Committee do consider the Bereaved Partner’s Paternity Leave Regulations 2026.
The Parliamentary Under-Secretary of State, Department for Business and Trade and Department for Science, Innovation and Technology (Baroness Lloyd of Effra) (Lab)
My Lords, in moving these regulations, which were laid on 13 January, I will speak also to the Employment Rights Act 1996 (Application of Section 80B to Adoptions from Overseas) (Amendment) Regulations 2026 and the Employment Rights Act 1996 (Application of Section 80B to Parental Order Cases) (Amendment) Regulations 2026.
First, let me express my appreciation to my noble friend Lady Anderson of Stoke-on-Trent for successfully steering the Private Member’s Bill through this House to Royal Assent in 2024. I also thank the honourable Member for Bridgend, who was instrumental in guiding the Bill through the other place. I pay particular tribute to Aaron Horsey, who has campaigned with remarkable dedication on behalf of bereaved fathers following the tragic loss of his wife Bernadette shortly after the birth of their son, Tim; Aaron joins us here today.
The Parental Leave (Bereavement) Act 2024 established a new statutory entitlement to bereaved partner’s paternity leave of up to 52 weeks for employed fathers and partners if the mother or primary adopter dies in the first year of a child’s life or adoption. The Bereaved Partner’s Paternity Leave Regulations 2026 outline the details of this entitlement. The further two sets of regulations ensure that those having a baby through international adoption or surrogacy arrangements are in scope for leave.
Currently, fathers and partners in these tragic circumstances who do not qualify for paternity leave or shared parental leave must rely on the compassion of their employers to take adequate time off work to care for their child. Although the Employment Rights Act removes the continuity of service requirements for paternity leave, fathers and partners remain limited to a maximum of two weeks’ statutory leave. Bereaved partner’s paternity leave will plug this gap to ensure that bereaved partners are guaranteed a longer period off work to care for their child.
Thankfully, the number of people who face this situation is low. Each year, there are around 180 maternal deaths within 12 months of childbirth. We estimate that around half of those eligible will take up this leave, meaning that these regulations are likely to support about 90 bereaved partners each year. Some partners may be eligible for shared parental leave, which accounts for the reduced figure.
Bereaved partner’s paternity leave is a day one right, meaning that there is no continuity of service requirement. Bereaved fathers and partners will be able to start taking leave from the day after the death of the mother or primary adopter. The leave must end on the child’s first birthday or the first anniversary of their adoption, unless it is necessary to go beyond this date to ensure that an employee is always entitled to at least two weeks of leave.
To be eligible, the bereaved partner must be an employee rather than a worker or self-employed. They must be the child’s father or the mother’s or adopter’s spouse, civil partner or partner at the time of the mother’s or adopter’s death. They must also have main responsibility for the child’s upbringing and be taking the leave for the purpose of caring for the child. Together, these regulations will ensure that employees who lose their partner in the time surrounding childbirth or adoption will have access to a guaranteed period of leave to care for a new child.
The notice requirements reflect that an individual will be in a devastating and unforeseeable situation immediately after their partner’s death. Therefore, to start the leave in the first eight weeks after their partner’s death, they can give notice informally, any time before they are due to start work on their first day of absence. This could, for example, be a text message or a phone call to their employer. To take more than eight weeks after their partner has died, an employee must give one week’s notice in writing. This longer and more formal notice period balances the needs of employers with the flexibility needed by employees in these tragic circumstances.
Taking bereaved partner’s paternity leave will not affect a parent’s ability to take any other family leave entitlements they qualify for, such as shared parental leave. However, the entitlement must be taken in one continuous block. If an employee takes bereaved partner’s paternity leave to care for a child, and the child sadly passes away or an adoption placement ends, the bereaved partner will still be entitled to eight weeks of leave. This reflects that the leave is designed to support care responsibilities during an exceptionally difficult time. This approach is consistent with other forms of parental leave, such as adoption leave, helping to maintain a clear and coherent framework across family related entitlements.
Employees on bereaved partner’s paternity leave will be entitled to redundancy protections while on leave, regardless of how much leave they take. They will also be protected for 18 months from the birth or placement for adoption if they take six weeks or more continuous leave. This is equivalent to the protections given to those who take shared parental leave and neonatal care leave.
The Government have assessed the impact of bereaved partner’s paternity leave on businesses and found it to be minimal. We estimate an annual cost of approximately £0.9 million to businesses, mainly from reorganising work during employee absence. As the entitlement is unpaid, the cost is limited, and we considered the measures necessary and proportionate, given the tragic circumstances in which they will apply.
The Government appreciate the challenges businesses face in fulfilling their duties towards their employees. My officials are working with ACAS to ensure that guidance is available. The Government will also publish this guidance on 6 April on GOV.UK.
I take this moment to thank all those who have been involved in the development of the bereaved partner’s paternity leave. I hope they are as proud as I am of the difference this will make to families in one of the darkest periods of their lives.
Lord Hunt of Wirral (Con)
My Lords, these Benches offer our wholehearted support for these regulations, and I know our colleague, the noble Lord, Lord Palmer of Childs Hill, if he were not involved in the Chamber on the Crime and Policing Bill, would join me in supporting them.
The sort of circumstances we are speaking of can be some of the most devastating circumstances and experiences. This is the sort of grief that does not pause, that does not observe working hours and that demands time, space and the presence of everyone in support. At least, then, the grief can be borne. I pay tribute, as has the Minister, the noble Baroness, Lady Lloyd of Effra, to those who have secured—
The Deputy Chairman of Committees (Baroness Garden of Frognal)
My Lords, the Committee stands adjourned and will resume at 5.53 pm.
Lord Hunt of Wirral (Con)
I pay tribute, as did the Minister, to those who have secured this important step forward. Of course, we on these Benches know this terrain. It was His Majesty’s Official Opposition when in government who laid the foundation upon which these regulations rest. The Parental Bereavement (Leave and Pay) Act 2018 was a measure of which I and my party are proud. It was one of the most humane pieces of legislation of recent decades; a recognition by the state that the law must sometimes speak not in the language of productivity or commerce but in the language of compassion. Fathers must not be left behind, and these regulations are a welcome step forwards to ensure they are not.
Baroness Lloyd of Effra (Lab)
My Lords, I thank the noble Lord, Lord Hunt of Wirral, for his compassion and understanding of the issue and his support for the regulations. They represent an important step forward and will ensure that fathers and partners who experience this unimaginable loss are afforded the protection, stability and support they need in an exceptionally difficult and unforeseeable period in their lives. I commend the instrument to the Committee.