Unpaid Parental Leave Changes from April 2026 - What Employers Must Know
- Bearman HR | HR Services in Kent
- 14 minutes ago
- 4 min read
From April 2026, Unpaid parental leave changes April 2026 becomes a day one right, meaning small business employers may need to manage parental leave requests much earlier in the employment relationship. Introduced under the Employment Rights Act 2025, this change removes the current one year qualifying period and allows eligible employees to access unpaid parental leave from their first day of employment. While the reform is not a dramatic overhaul, it does affect how employers plan, communicate and manage family friendly rights from the outset.
Unpaid Parental Leave Changes from April 2026 Explained
Unpaid parental leave is another area where the Employment Rights Act 2025 brings family related rights forward to day one of employment.
For employees, this simplifies access to family time and supports working parents and carers. For employers, it means being prepared to handle requests from new starters, sometimes very early in the employment relationship.
As with other reforms in this legislation, the change is evolutionary rather than radical. However, it shifts when conversations happen and how prepared managers need to be.
What Is Changing with Unpaid Parental Leave from April 2026
From One Year Service to Day One Entitlement
From April 2026, employees will be entitled to take up to four weeks of unpaid parental leave per child, per year, up to the child’s eighteenth birthday, from their first day of employment.
Previously, employees needed twelve months’ continuous service to qualify. That qualifying period will be removed.
In practical terms, this means:
Leave requests may arise much earlier in employment
Length of service can no longer be used as a reason to refuse the leave
Clear policies become more important than informal arrangements
This change is designed to support working parents and carers, particularly those in part time or lower paid roles.
Notice Requirements and How Leave Can Be Taken
Although entitlement applies from day one, the existing rules around notice and how leave is taken remain in place.
Employees are still expected to:
Provide at least 21 days’ notice of planned unpaid parental leave
Take leave in week long blocks, unless there is an emergency
These rules aim to balance flexibility for employees with predictability for employers, which is particularly important in smaller teams.
Unpaid Parental Leave and Pay Keeping the Distinction Clear
Unpaid parental leave is exactly that, unpaid.
While the right to take the leave applies from day one, it is separate from statutory pay under other family friendly schemes such as maternity, paternity or shared parental leave.
For employers, this means:
Being clear that unpaid parental leave does not attract statutory pay
Ensuring policies distinguish clearly between different types of family leave
Avoiding confusion around pay, notice and eligibility
Clear documentation and confident communication will help prevent misunderstandings.
What This Means for Small Business Employers in Reality
For most businesses, this change is unlikely to increase direct employment costs. However, it may affect workforce planning and absence management.
Employers may notice:
Leave requests from new starters
More questions about family related rights during onboarding
A greater need to plan around unpaid absences within small teams
With clear rules and prepared managers, these situations are entirely manageable.
Do Employers Still Have Flexibility
Yes, within the framework of the law.
Employers can still:
Require the statutory notice period
Ask for requests to be submitted correctly
Manage the timing of leave in line with the rules
Apply policies consistently across the workforce
What has changed is that length of service can no longer be used to restrict access to the leave itself. Consistency and communication remain essential.
Why Policies and Manager Awareness Matter
Unpaid parental leave is not something managers deal with frequently, which is exactly why clarity matters.
From April 2026, employers should ensure that:
Unpaid parental leave policies reflect the day one entitlement
Contracts and handbooks are updated where necessary
Managers understand the qualifying criteria and notice requirements
Requests are handled consistently and professionally
A simple, well written policy that reflects how your business operates is more effective than something overly complex or outdated.
What Should Employers Be Doing Now
There is no need for immediate action, but now is a sensible time to prepare.
Employers should consider:
Reviewing unpaid parental leave policies
Updating contracts and handbooks where required
Ensuring managers understand the day one entitlement
Checking that absence and leave systems can handle early requests
Preparing early reduces the risk of awkward or rushed decisions later.
How Bearman HR Can Help
Unpaid parental leave may not involve pay, but handling it correctly still matters for compliance and employee trust.
We support small businesses across Kent and London with clear, proportionate HR advice. We can help you with:
Practical guidance for managers handling early leave requests
Integrating parental leave into absence and workforce planning
If you would like help reviewing your unpaid parental leave arrangements ahead of April 2026, we are happy to help.
📞 07956 466 247 ✉️ info@bearmanhr.co.uk 🌐 Contact us
No heavy handed processes. No unnecessary complexity. Just straightforward HR advice that fits the reality of running your business.
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