From 6 April 2026, the UK will introduce a new statutory entitlement to Bereaved Partners Paternity Leave (BPPL). Employees whose partner, being the child’s mother or primary adopter, has passed away will qualify for BPPL. Employers need to understand this new entitlement and plan accordingly.
Requirements to take BPPL
The eligibility criteria are broad and designed to accommodate a range of family structures.
To be eligible, the employee must be the child’s father, the mother’s spouse or partner in birth cases, the spouse or partner of the primary adopter in adoption cases, or the primary parental order parent in surrogacy arrangements at the time of the partner’s death. The employee must also have primary responsibility for the child’s upbringing and take BPPL to care for the child.
Key features of the right
Employees are entitled to take up to 52 weeks of unpaid leave, generally within 52 weeks of the child’s birth or adoption. If the death occurs in the final two weeks of this period, they may take up to 14 days of leave, even if this extends beyond the 52-week timeframe.
Further, if the child dies (or the adoption breaks down), employees may take up to 8 weeks’ BPPL within the original 52 week period, as long as they have not taken BPPL before the child’s death.
The leave is available from the first day of employment, with no minimum service requirement and is taken unpaid unless employees choose to offer contractual pay.
Notice requirements
Employees wishing to start BPPL within eight weeks of bereavement must provide notice, either orally or in writing, before their first scheduled workday of the leave. If starting BPPL after this period, at least one week’s written notice is required.
Whether given orally or in writing, the notice must:
- verify the employee’s relationship to the child;
- declare that the leave is for caregiving; and
- include the planned return date.
Employer Actions
- Policy Updates: Review and update family leave and bereavement policies to include the new entitlement.
- Stay informed: Employers should stay informed about legislative changes and review government updates and guidance.
- Documentation: Ensure contracts, handbooks, and HR systems reflect the changes.
- Training: Train managers, HR, and payroll staff on the new rules and sensitive handling of bereavement.
- Communication: Provide clear guidance to employees on how to request leave and available support.
- Monitoring: Audit and monitor policy application, maintain records, and schedule a post-implementation review.
If you would like to discuss any of the points raised in this blog, please contact a member of the Employment team.
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