The end of the financial year always brings with it a wave of employment law changes. This year sees more than usual, with a number of changes from the Employment Rights Act 2025 (ERA) being implemented at the same time. Below we have outlined the key changes, which are all due to come into force on 6 April 2026.
Bereaved Partner’s Paternity Leave introduces a new provision for paternity leave in cases where the child’s mother or other adopter dies during or shortly after the birth. The leave ensures that a surviving partner who is responsible for the child’s upbringing can take time off work to care for the child and deal with the immediate impact of the bereavement.
An eligible employee can take a single period of unpaid leave of up to 52 weeks, but it must be taken within 52 weeks of the child’s birth or adoption. In practice this means how much leave an employee can take will depend on when the bereavement takes place. If, for example, the child’s mother dies during childbirth – the employee can take 52 weeks of BPPL. If, however, the child’s mother dies 26 weeks after childbirth, then the employee can only take 26 weeks of BPPL.
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