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Paternity Pay Changes from April 2026 - What Employers need to know

From April 2026, paternity leave becomes a day one right, meaning small business employers may receive paternity leave requests much earlier in the employment relationship than ever before. These changes, introduced under the Employment Rights Act 2025, simplify entitlement for employees but place greater responsibility on employers to be clear, organised and consistent from the very start of employment. While the reform is not dramatic, it does change when conversations happen and how prepared managers need to be.


Paternity Pay Changes Employment Rights Act 2025
Bearman HR | Supporting Businesses in Kent

Paternity Pay & Paternity Leave Changes from April 2026 Explained


As with many of the reforms under the Employment Rights Act 2025, changes to paternity leave are evolutionary rather than radical.


However, they do shift the point at which entitlement applies. For employers, this means less reliance on length of service and more emphasis on clear policies and confident decision making from day one.


Let’s look at what is actually changing and what it means in practice.


What Is Changing with Paternity Leave from April 2026


Paternity Leave Becomes a Day One Right


From April 2026, employees will be entitled to statutory paternity leave from the first day of employment. The current qualifying period will be removed for the right to take the leave itself.


In practical terms, this means:

  • Employees may request paternity leave very early in their employment;

  • Managers may need to deal with requests before probation has even started, let alone been completed;

  • Clear policies will matter more than assumptions or informal approaches;


This reflects a wider shift towards family friendly rights applying from the start of employment, rather than being something employees earn over time.


An Important Distinction Leave vs Pay

It is worth being absolutely clear on one key point, as this is where confusion often arises.

The April 2026 change applies to entitlement to paternity leave, not automatically to statutory paternity pay.


Statutory paternity pay will still depend on:

  • Earnings thresholds;

  • Notice requirements;

  • Other eligibility conditions;


As a result, while more employees will have the right to take time off, not all will necessarily qualify for statutory pay during that leave.


For employers, being able to explain this distinction clearly and having it reflected accurately in your policy will help prevent misunderstandings and difficult conversations.


Bereaved Partner Paternity Leave Introduced from April 2026


Alongside changes to standard paternity leave, April 2026 introduces a significant new entitlement for employees experiencing the most difficult circumstances.


What Is Changing


From April 2026, bereaved partners will have the right to take extended paternity leave if their partner dies during childbirth or within the first year following birth or adoption.

Key points include:

  • Day one right with no qualifying period;

  • Up to 52 weeks of leave, compared to the usual two weeks for standard paternity leave;

  • Leave can be taken even if Shared Parental Leave has already been used;

  • Enhanced redundancy protection applies during and after the leave;


Why This Matters for Employers


While these situations will be rare, the legal obligations are clear and enforceable.

Employers should:

  • Ensure policies clearly explain this entitlement and how it differs from standard paternity leave;

  • Train managers to handle these conversations with sensitivity and clarity;

  • Understand the additional protections that apply during and after this leave;


Practical Steps for Employers


From a practical perspective, employers should:

  • Update family friendly policies to include bereaved partner provisions;

  • Ensure payroll and HR systems can accommodate extended leave periods;

  • Provide guidance for managers on compassionate communication and support;


Being prepared demonstrates both compliance and care.


What These Paternity Pay Changes Means for Employers in Reality


For most businesses, the practical impact of paternity leave changes will relate more to timing and planning than cost.

Employers may notice:

  • Paternity leave requests from newer employees;

  • Shorter lead times in some cases;

  • More questions from employees about entitlement;


This is particularly relevant for small teams, where even short absences can have a noticeable operational impact.


Do Employers Still Have Flexibility


Yes, within the framework of the law.


These changes do not remove an employer’s ability to:

  • Require notice in line with statutory rules;

  • Request the correct paperwork;

  • Plan cover for the absence;

  • Apply policies consistently across the business;


What they remove is reliance on length of service as a gatekeeper for the leave itself.

Consistency and communication remain key.


Why Paternity Leave Policies and Manager Confidence Matter


Paternity leave is not something most managers deal with regularly, which is exactly why clear policies and guidance matter.


From April 2026, employers should be confident that:

  • Paternity policies clearly explain both leave and pay and the eligibility criteria for each

  • Managers understand the difference between entitlement and eligibility

  • Requests are handled consistently regardless of length of service

  • Conversations are supportive, professional and properly documented


A well written policy protects both the employee experience and the business.


What Should Employers Be Doing Now


There is no need to rush changes immediately, but early preparation is sensible.


Now is a good time to:


Preparing early reduces the risk of rushed or inconsistent decisions later.


How Bearman HR Can Help Employers With Paternity Pay & Leave


Paternity leave changes are another example of day one rights becoming the norm, and why strong HR foundations matter more than ever.


We support small businesses across Kent and London with clear, commercial HR advice. We can help you with:


If you would like help reviewing your paternity policies or understanding how these changes apply to your business, we are happy to help.


📞 07956 466 247 ✉️ info@bearmanhr.co.uk 🌐 Contact us


No overreaction. No unnecessary complexity. Just practical HR advice that works for real businesses.





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