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. 

From 6 April 2026, the Employment Rights Act 2025 will enable eligible employees to access paternity leave and unpaid parental leave from day one of employment, removing long-standing qualifying service thresholds. While statutory paternity pay rules remain unchanged, the reforms are expected to substantially increase the number of employees eligible to take leave, with government estimates suggesting around 30,000 more people eligible for paternity leave and 1.5 million for parental leave.  

For people professionals, day-one parental leave rights are not just a compliance change – they signal a fundamental shift in how organisations are expected to support modern working lives. This requires a proactive approach, reviewing and updating family leave policies, embedding day-one rights into onboarding and guidance, strengthening workforce planning and equipping line managers through clear processes and targeted training to manage leave requests confidently and consistently. 

 

Our panel will explore: 

  • What is set to change under the Employment Rights Act 2025, including day-one entitlement to paternity and unpaid parental leave – and what isn’t, and the ongoing review of parental leave and pay 
  • Other related changes in the Employment Rights Act which will impact working families such as bereaved partner’s paternity leave, bereavement leave and flexible working 
  • The steps people professionals should be taking to best prepare organisations and line managers for day-one family leave rights 
  • How to build broader cultures of support for working parents to aid engagement and performance