Welcome to this month’s Newsletter from The HR Team, where we spotlight Family friendly policies, Flexible working & Annual leave.
Paternity and Parental Leave: Key Legal Changes for 2026
Significant reforms are coming into effect from 6 April 2026, reshaping how employers must manage paternity and parental leave. These changes stem from the Employment Rights Act 2025, part of a broader package of workplace reforms being implemented throughout 2026–27.
Day-One Rights Introduced
From 6 April 2026:
- Statutory paternity leave becomes a day-one right, removing the previous 26-week qualifying period.
- Unpaid parental leave also becomes a day-one right, ending the current one-year service requirement.
Greater Flexibility for Parents
- Parents can now take paternity leave after shared parental leave, due to the removal of previous restrictions.
- Transitional rules allow employees to give notice from 18 February 2026 for leave beginning on or after 6 April 2026.
Bereaved Partner’s Paternity Leave
A new entitlement gives bereaved partners up to 52 weeks of unpaid paternity leave where the child’s mother or primary adopter has died. This is also a day-one right.
What This Means for Employers
- Update family-friendly policies, handbooks, and onboarding materials to reflect day-one rights.
- Train managers on new eligibility rules and notice processes.
- Review communication templates and statutory pay guidelines (note: statutory pay rules are not changing).
If you are an existing retained client, your Employee Handbook is already currently being updated to incorporate these legal changes. If you are not an existing client but would like us to review or refresh your family-friendly HR policies, please get in touch with The HR Team.
Dealing With Flexible Working Requests
With flexible working continuing to be a core expectation for employees, employers must handle requests consistently, legally, and transparently.
Best Practice Approach
Request Capture & Record-Keeping
- Log each request in a central, secure HR system.
- Record the date received, the employee’s proposal, the workflow steps, and outcomes.
- Maintain records for at least 12 months for audit and fairness purposes.
Responding Responsibly
A robust process includes:
- Acknowledging the request promptly
- Meeting with the employee to explore options
- Considering the impact on operations, team dynamics, service levels, and costs
- Providing a clear written outcome
- Offering appeal routes
Legal Changes on the Horizon
The government is actively consulting on how to improve access to flexible working, including potential updates to employer responsibilities and statutory procedures. Consultations remain open until 30 April 2026, indicating further regulatory changes may follow.
We can help implement compliant processes, templates, and manager training to ensure consistency and reduce risk. Contact The HR Team for more details.
Annual Leave Requests: Managing Summer Fairly
Summer is the peak season for holiday requests, and without clear processes, this can quickly become a source of tension. A fair system protects both employee morale and business continuity.
Top Tips for Fair Summer Leave Allocation
Be Transparent Early
Share expectations early—confirm any blackout periods, maximum numbers off at once, and your approach to peak-season prioritisation.
Use Objective Criteria
Where requests clash, consider:
- First-come, first-served
- Rotational fairness (i.e., balancing who had priority last year)
- Critical business needs
- Caring responsibilities and personal circumstances
Maintain Clear Records
Keep an accessible record of requests and approvals to ensure fairness and reduce disputes.
Communicate Decisions Promptly
Employees make personal commitments based on annual leave approvals; timely confirmation is key.
Need Support? We’re Here to Help.
If you’d like help updating your policies, assessing compliance ahead of the April 2026 changes, or implementing robust flexible working and annual leave procedures, The HR Team is ready to support you.
