Use our range of practical tools, including flowcharts and checklists, to help you manage maternity, paternity, parental and other types of family-related leave
Mothers, fathers, partners and adoptive parents are entitled to a range of paternity, maternity or adoption, shared parental and other family related leave and pay rights under UK employment law.
The Employment Rights Act 2025 has introduced a number of changes to these rights effective from 6 April 2026.
The following tools include checklists, templates and infographics and are designed to help you to understand how to manage these types of leave effectively and communicate rights and good practice to line managers who are managing employees.
We will be adding more tools covering all types of family leave over the coming weeks.
 |
This content is exclusive to CIPD members Log in below to gain access to essential resources and practical advice |
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
From 6 April 2025 parents of babies receiving neonatal care for seven days or more are entitled to a new form of leave under the Neonatal Care (Leave and Pay) Act 2023. This is a day-one right and the leave is paid if employees meet eligibility criteria. Use this flowchart to assess whether neonatal care leave is available to an employee whose baby needs neonatal care.
Guidance to help HR practitioners manage family leave in their organisation
From April 2026, paternity leave and unpaid parental leave become day-one employment rights. Join our expert panel to unpack the legal changes, and how organisations can practically prepare for a potential increase in leave requests.
Our Submission to the Department for Business and Trade, Kate Dearden MP and the Rt Hon Peter Kyle MP
Use this progress tracking checklist to plan and keep track of your CPD
Use these tools to build L&D's influence and impact, by strategically aligning skills and capability planning with wider organisational performance and outcomes.
Tools and resources to support HR practitioners to strengthen HR’s contribution to organisational productivity and performance.
Actionable steps HR and OD practitioners can take to focus on organisational culture and climate to drive better behaviour, performance and business outcomes