Bereaved Partner’s Paternity Leave

From 6 April 2026, a new type of statutory leave will come into effect in the UK: Bereaved Partner’s Paternity Leave (BPPL). This important new right is designed to support parents who lose their partner in the first year after their child’s birth or adoption.

Who is eligible?

BPPL is available to employees whose partner dies on or after 6 April 2026, where that partner is:

• the child’s mother, or
• the child’s primary adopter.

Eligible employees may include:

• fathers,
• partners (of any gender) of the mother or primary adopter,
• anyone with the main responsibility for the child — including in surrogacy arrangements.

The child must be under one year old at the time of the partner’s death. BPPL is a day‑one right, meaning there is no minimum service requirement.

How much leave can be taken?

Employees can take up to 52 weeks of BPPL, in a single block.
Normally, the leave must be taken within the first 52 weeks after the birth or adoption placement.

There is an exception:
If the bereavement happens within the last two weeks of that period, the employee may still take up to 14 days of leave.

Is BPPL paid?

There is no statutory pay for this type of leave, but employers can choose to offer discretionary pay if they wish. Annual leave will continue to accrue throughout BPPL.

Working during BPPL

Employees can work up to 10 keeping‑in‑touch (KIT) days, but only if both the employer and employee agree.

What notice is required?

The notice rules depend on timing:

• If leave is to start within 8 weeks of the bereavement:
  The employee must notify their employer — orally or in writing — before the start of the first day of leave.
• If leave will start more than 8 weeks after the bereavement:
  The employee must give at least one week’s written notice.

All notices must confirm:

• the employee’s relationship to the child,
• that the leave is being taken to care for the child,
• the intended return date.

Employees can also cancel or change the start or end date with appropriate notice.

Returning to work

Employees have the right to return to the same job, or in some cases, a suitable alternative role. They must not be disadvantaged or dismissed for taking BPPL.

What’s next?

This change is part of a wider set of employment law updates coming in 2026 and 2027. We’ll continue to keep you informed as further details are released.