UK’s New Family-Friendly Laws: Carer’s Leave, Paternity Changes, and Redundancy Protection
Carer’s Leave and Paternity Leave UK reforms significantly shift how businesses support employees through life’s most personal responsibilities. The UK has introduced updated family-friendly employment laws to protect working carers, new fathers, and parents facing redundancy during and after family leave.
Carer’s leave is now a statutory right, giving employees up to one week of unpaid time off yearly to support a dependant with long-term care needs. Paternity leave in the UK has become more flexible. New fathers or partners can now take their leave in two separate one-week blocks and use it anytime within the first year after the child’s birth or adoption.
Alongside these updates, redundancy protection now covers a broader period, stretching from when a worker informs their employer of pregnancy to 18 months post-birth or adoption.
This guide explores each change in depth. We’ll explain what carer’s leave means for employers, outline how the new paternity leave UK rules apply, and clarify the extended redundancy protection. We’ll also touch on shared parental leave, NHS-specific entitlements, and how HR Docs templates simplify compliance.
Carer’s Leave Act 2023 – Eligibility and Entitlements
The Carer’s Leave Act 2023 introduces a statutory right to unpaid time off for employees who care for someone with long-term needs. This section explains a carer’s leave, who can claim it, what qualifies, and how many days you are entitled to under the new UK legislation.
What is Carer’s Leave?
Carer’s leave is a statutory right introduced by the Carer’s Leave Act 2023. It allows employees in the UK to take unpaid time off to care for a dependant with a long-term health condition or care need. This leave recognises working carers’ pressures and provides a structured way to balance employment with personal responsibilities.
Employees can take up to one week of unpaid carer’s leave per year to manage planned care tasks. This time can be taken as full days or half-days. The right applies from the first day of employment, meaning no qualifying period is required.
Carer’s leave is separate from emergency leave for dependants. It covers situations like attending medical appointments, arranging care plans, or providing regular support to a dependant.
Next, we’ll explore who can claim carer’s leave and the eligibility requirements.
Who Can Claim Carer’s Leave?
Any employee in the UK can claim carer’s leave from day one of employment, provided they are responsible for the care of a dependant with a long-term care need. This entitlement applies equally to full-time and part-time workers across all sectors.
To qualify, the individual must be legally classified as an employee. Carer’s leave does not require a minimum service period.
Importantly, employees who take carer’s leave are protected by law. Employers cannot dismiss, penalise, or mistreat an employee for exercising this right. Like other statutory family-related leave, it ensures job security during time off for essential care.
In short, employees supporting someone with serious care needs can use this leave. Next, we’ll explain what qualifies as carer’s leave and who counts as a dependant.
What Qualifies as Carer’s Leave?
Carer’s leave applies when an employee cares for a dependant with a long-term care need. This leave isn’t just for emergencies; it’s designed for planned care duties involving severe or ongoing conditions.
Eligible dependants include a spouse or partner, child, or parent living in the same household or outside the home. For example, like an elderly neighbour who reasonably relies on the employee for care. The law defines this broadly to reflect real-world relationships and responsibilities.
The dependant must have a long-term care need, meaning a serious illness, disability, or condition expected to last at least three months. It also covers age-related decline or issues requiring substantial ongoing support.
Employees might use carer’s leave to attend hospital appointments, arrange social care, or offer short-term daily help. These are planned activities, not last-minute crises. Now, let’s look at how many days of carer’s leave employees are entitled to each year.
How Many Days of Carer’s Leave Are You Entitled To?
Eligible UK employees are entitled to up to one working week of carer’s leave per year, usually five days for a full-time worker. This allowance is prorated for part-time employees based on their regular weekly schedule.
The statutory entitlement is one week per year. For example, someone working Monday to Friday can take five unpaid days off, while someone on a three-day contract receives three days. The leave can be used all at once or throughout the year, depending on the care situation.
The carer’s leave is highly flexible. It can be taken in full days, half-days, or smaller increments, allowing carers to match time off with medical appointments or care arrangements. However, it remains unpaid by law. Employers may offer paid leave voluntarily but are not required to do so.
Next, we shift to paternity leave and how recent updates have changed the rules for working fathers and partners.
Paternity Leave in the UK – Entitlements and 2024 Changes
Paternity leave in the UK allows eligible fathers and partners time off to support their families after birth or adoption. This section breaks down statutory entitlements, pay, and eligibility. It also outlines the 2024 changes, including extended timing and flexible leave options now available to working parents.
What is Paternity Leave?
Paternity leave is a statutory right in the UK that allows new fathers or partners to take time off work following the birth or adoption of a child. The purpose is to give them time to support the mother or primary parent and bond with the new baby during the early days.
Paternity leave is designed for fathers, partners, or spouses, including same-sex partners. It offers a chance to be present during a crucial period, share care duties, and support family well-being in the child’s first weeks.
By law, eligible employees can take up to two weeks of statutory paternity leave, provided they meet service and notice requirements. This is separate from maternity leave, which applies only to the birth mother. Paternity leave is also available to adoptive parents and those involved in surrogacy, giving equal rights to non-birthing partners.
Next, we’ll explore how extended paternity leave is in the UK and what has changed in 2024.
How Long is Paternity Leave in the UK?
Under current law, paternity leave in the UK lasts up to two weeks. Eligible employees can take either one whole week or two consecutive weeks off to support their family after birth or adoption.
The two-week allowance traditionally had to be taken as a single block, with no option to split into separate weeks. These changes are under the 2024 regulations, which permit more flexible arrangements.
Prior to this change paternity leave had to be taken within 56 days (8 weeks) of the child’s birth or adoption placement. Most fathers used this time immediately after the birth. From April 2024, however, the timeframe extended to 52 weeks, offering far more flexibility for working parents.
Next, the eligibility criteria for paternity leave and who qualifies are broken down.
Paternity Leave Eligibility Criteria
In UK law, paternity leave focuses on eligibility tied to the employee’s relationship with the child, length of service, and proper notice. To qualify, the employee must be a recognised parent or partner and meet the statutory employment conditions. To qualify for paternity leave, the person taking it must be the biological father, the mother’s spouse or partner (including same-sex partners), or the adoptive parent’s partner. They must be responsible for the upbringing of the child.
Eligibility also requires 26 weeks of continuous employment with the same employer by the 15th week before the expected birth. In adoption cases, the rule applies from the week the employee is matched with a child.
Employees must give formal notice by the end of the 15th week before the due date. This is usually done using a paternity leave form, such as the SC3 form, detailing dates and intentions.
Next, we’ll examine whether paternity leave is paid and how much pay new fathers or partners are entitled to receive.
Is Paternity Leave Paid, and How Much Are Fathers Entitled To?
Yes, paternity leave is paid in the UK, but only at a fixed statutory rate. Most eligible fathers or partners receive statutory paternity pay (SPP) for up to two weeks, which is set by the government and subject to annual review.
In 2025, SPP is £172.48 per week, or 90% of the employee’s average weekly earnings, whichever is lower. This aligns with the statutory maternity pay rate after the initial six-week higher rate and remains unchanged across sectors unless enhanced by the employer.
To qualify for SPP, the employee must meet all paternity leave eligibility criteria and earn above the Lower Earnings Limit, currently around £123 per week. Those earning less or who are self-employed are not entitled to statutory pay.
Some employers offer enhanced paternity pay. For example, NHS paternity leave provides full pay for two weeks. While not legally required, this benefit is becoming more common in larger organisations.
Next, we’ll explain when paternity leave can start and how employees should apply.
When Does Paternity Leave Start, and How Do You Apply?
Paternity leave can start on the day of the child’s birth or any day after, depending on what suits the employee best. Under older rules, it had to be taken within 56 days (8 weeks) of the birth. From April 2024, this window extends to 12 months, giving parents more control.
Employees can begin to leave on the birth date, the next working day, or a later date, so long as it falls within the allowed period. If the baby arrives early or late, the timeframe adjusts accordingly. The upcoming changes will give employees up to 52 weeks to use their paternity leave entitlement.
To apply, employees must notify their employer 15 weeks before the due date, including intended dates. Final confirmation typically requires 28 days’ notice. Most employers request a completed SC3 form (Becoming a Parent), which confirms eligibility and details the leave period.
With the new regulations, employees can change their paternity leave dates by giving them 28 days’ notice. Employers cannot deny or delay this leave once conditions are met. Using a paternity leave planner helps ensure all timings and paperwork align. Next, we’ll outline the 2024 changes to paternity leave that introduce more flexibility.
New Paternity Leave Changes in 2024 (Flexible Options)
As of April 2024, paternity leave in the UK has become significantly more flexible. Fathers and partners can now split their leave and take it over a longer timeframe, offering better support for modern family life.
Employees can now take two separate one-week blocks of paternity leave instead of one continuous period. This means a new father could take one week immediately after birth and another later in the year, perhaps when the mother returns to work, or additional support is needed.
The leave window has also been extended to 52 weeks, giving eligible employees a full year from the birth or adoption to use their leave. This update removes the pressure to take time off immediately and allows greater alignment with the family’s needs.
Notice rules have also changed. While employees must still declare their intent 15 weeks before the due date, they only need to give 28 days’ notice before each leave period. They can also change their leave dates with the same notice, making the system more adaptable.
Next, we’ll explore shared parental leave, how it works, and how families can use it alongside paternity leave.
Shared Parental Leave – How Does Shared Parental Leave Work?
Shared parental leave (SPL) allows working parents to divide up to 50 weeks of leave and 37 weeks of pay between them in the first year after birth or adoption. It provides a flexible alternative to traditional maternity or paternity leave and is designed to support shared caregiving responsibilities.
What is Shared Parental Leave?
Shared parental leave (SPL) is a statutory family-friendly policy in the UK that allows parents to share up to 50 weeks of leave and 37 weeks of pay during the first year after childbirth or adoption. It gives families greater control over how they balance work and childcare.
The purpose of SPL is to offer flexibility. Once the mother or adopter ends their maternity or adoption leave early, any unused leave becomes available for sharing. This lets both parents take leave simultaneously, alternate between them, or take turns in blocks, offering far more choice than traditional leave.
To qualify, both parents must meet specific eligibility criteria, including 26 weeks of employment and minimum earnings. They must formally opt in by curtailing maternity leave and giving the correct notice.
Pay during SPL is called Statutory Shared Parental Pay (ShPP), set at £172.48 per week or 90% of average earnings, whichever is lower. It’s available for up to 37 weeks, minus any maternity or adoption pay already used.
Next, we’ll explain how shared parental leave works and how parents can structure their time off throughout the year.
How Does Shared Parental Leave Work?
Shared parental leave allows eligible parents to split the unused maternity or adoption leave between them. They can take time off together, separately, or in turn, as long as the combined total doesn’t exceed 50 weeks of leave and 37 weeks of pay in the child’s first year.
For example, if a mother takes 20 weeks of maternity leave, the remaining 32 weeks can be converted into SPL. These weeks can then be shared between parents, giving families far more flexibility than the fixed blocks of maternity or paternity leave.
Parents can take SPL in up to three separate blocks each, with breaks to return to work in between. Employers can’t refuse SPL outright if eligibility is met, but they can negotiate the timing if discontinuous blocks are requested. Parents can also take leave at the same time if they wish.
Next, we’ll explain how redundancy protection has been extended for parents and carers during and after leave.
Extended Redundancy Protection for Pregnancy and Family Leave
New legislation in the UK strengthens redundancy protection for employees who are pregnant or taking family-related leave. The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 extends when employers must offer suitable alternative roles before making a parent redundant.
Redundancy Protection During and After Family Leave
Redundancy protection family leave rules in the UK have been expanded to offer greater job security to new and expectant parents. Under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023, employers must now prioritise these employees for any suitable alternative roles during redundancy processes up to 18 months after birth or adoption.
Previously, the law protected employees only during maternity, adoption, or shared parental leave. For example, a woman on maternity leave had to be offered any suitable vacancy before being made redundant. This safeguard did not extend before or after leave, leaving a gap in protection.
Now, the protected period begins as soon as pregnancy is disclosed and extends up to 18 months post-birth or adoption. This also applies to parents who take at least 6 weeks of shared parental leave, even if they didn’t take maternity or adoption leave.
During this extended window, employers must offer suitable alternative roles to employees in this group before providing them to others. Failure to do so risks claims of automatic unfair dismissal. Redundancy is still lawful if no alternatives exist, but priority placement is mandatory.
Next, we’ll outline what these changes mean for employers and how to adjust policies to stay compliant.
Implications for Employers and Managers
Introducing carer leave entitlements in the UK, updates to paternity leave UK rules, and enhanced redundancy protections bring new legal responsibilities for employers. HR teams and managers must take swift, proactive steps to review and update internal policies, procedures, and communication strategies to stay compliant.
Employer Responsibilities Under New Family-Friendly Laws
Employers must update all relevant policies and documents. This includes adding a formal Carer’s Leave policy that explains eligibility and the request process and confirms it is unpaid. Paternity leave policies should reflect the 2024 rules, highlighting the option to split leave into two blocks and extend it across 12 months. Shared Parental Leave guidelines must be clear and accessible. All associated documents, such as leave request forms, approval letters, and redundancy notices, must align with the law.
Training and communication are equally vital. Managers should understand that caretaker’s leave is a day-one right, and paternity leave can now be split and delayed. HR must ensure staff know their rights and feel empowered to request time off. Effective internal messaging supports uptake and builds trust.
Employers must adequately apply the extended protections regarding redundancy. This means maintaining a straightforward process to identify employees in the 18-month protected window and offering them suitable alternative roles first. Overlooking this could result in legal challenges.
In summary, staying compliant demands that employers act now, update documents, train staff, and apply the law fairly. Next, we’ll show how HR Docs templates make this process faster, safer, and easier to implement.
HR Docs Template Solutions and Next Steps
Adapting to new family-friendly legislation requires more than awareness; it demands accurate documentation, timely updates, and transparent internal processes. That’s where HR Docs comes in. Our expert-written templates and legally sound documents help businesses implement carer leave entitlements in UK, paternity leave UK rules, and enhanced redundancy protections without risk or delay.
Legally Watertight Templates from HR Docs
When the law changes, your policies must follow. Failing to update outdated procedures, especially in areas like family leave, puts your business at risk of non-compliance, tribunal claims, and reputational harm. That’s why having legally watertight HR templates isn’t optional. It’s a core part of running a compliant, efficient organisation.
HR Docs offers ready-to-use templates designed by employment law specialists. Each document is fully aligned with UK law and written in plain, accessible language so your managers know what to do and your business stays protected.
Don’t risk falling behind. Employers and HR professionals should act now to align policies with the latest legal standards. HR Docs gives you everything you need: fast, accurate, and legally sound.
Register for free and download your first template today!
FAQs: Carer’s Leave, Paternity Leave UK, and Redundancy Protection
What is carer’s leave, and who qualifies?
Carer’s leave is a statutory right in the UK. Employees can take up to one week of unpaid leave per year to care for a dependent with a long-term care need. This includes a spouse, child, parent, or anyone who reasonably relies on the employee for care. The right applies from day one of employment.
How many days of carer’s leave are you entitled to?
Eligible employees can take up to five working days (or the equivalent of their typical week) each year. Carer’s leave in the UK can be used for full days or half days and does not require employer payment.
What qualifies as a carer’s leave in the UK?
Carer’s leave covers planned care, such as attending medical appointments, arranging care plans, or supporting someone with a long-term illness or disability. It is separate from emergency time off for dependants.
How long is paternity leave in the UK?
Under current law, paternity leave in the UK entitles eligible fathers or partners to one or two consecutive weeks off. From April 2024, this can be taken as two separate one-week blocks, used anytime within 12 months of birth or adoption.
Is paternity leave paid in the UK?
Yes, eligible employees receive Statutory Paternity Pay (SPP) at £172.48 per week, or 90% of their average earnings if lower. Employers may offer enhanced pay, such as two weeks of NHS paternity leave at full pay.
Who qualifies for paternity leave in the UK?
To claim paternity leave, the employee must be the child’s father, the mother’s partner, or the adopter’s partner and must have worked for the employer for at least 26 weeks by the 15th week before the due date. They must also earn above the Lower Earnings Limit.
Can paternity leave be taken later in the year?
Yes. As of April 2024, paternity leave can be taken anytime within 52 weeks of the child’s birth or adoption, offering greater flexibility than the previous 8-week limit.
What is redundancy protection for family leave?
Under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023, employees who are pregnant, on carer’s leave, paternity leave, maternity leave, or shared parental leave receive priority for any suitable alternative roles in redundancy situations—up to 18 months after birth or adoption.
