Are there changes to rights relating to bereavement leave, carers’ leave, or adoption-related leave?

Yes, although the changes differ between the types of leave.

Key changes include:

• The Act creates a new day-one right to unpaid bereavement leave, including for specified forms of pregnancy loss. It is due to come into force during 2027, and regulations will set important details such as eligibility, length and how the leave may be taken.
• Carer’s leave is not changed by the Act. It has already been a day-one statutory right to up to one week of unpaid leave each year for eligible employees since April 2024.
• The Act does not make a general change to statutory adoption leave or adoption pay. However, the day-one paternity-leave changes also apply in qualifying adoption cases, while the existing qualifying conditions for statutory pay continue to apply.
• From 6 April 2026, statutory paternity leave and unpaid parental leave became day-one rights. The 26-week qualifying period for statutory paternity pay was not removed. Bereaved Partner’s Paternity Leave also came into force in April 2026.

These reforms extend access to leave, but whether the leave is paid, unpaid or subject to qualifying conditions depends on the particular entitlement.

What this means for union reps

• Reps should distinguish carefully between leave and pay: some leave rights are available from day one, while statutory pay may still require qualifying service and earnings.
• Reps may receive more enquiries about paternity leave, unpaid parental leave, bereavement leave and the interaction between adoption-related leave and pay.
• Employers may need to update workplace policies and procedures to reflect the new rights and eligibility rules.
• Collective bargaining can still play an important role in securing enhanced contractual leave and pay arrangements that go beyond the statutory minimum.