Parental Leave vs. Paternity Leave: What's the Difference?
While both relate to time off for parents, Paternity Leave and Parental Leave are fundamentally different entitlements under UK employment law. The Employment Rights Act 2025 amends both, making it crucial for employers to understand their distinct purposes.
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Purpose and Timing
Paternity Leave: This is a short period of leave taken by a partner immediately following a child's birth or adoption. Its purpose is to allow time to support the mother and bond with the new child.
Parental Leave: This is a longer-term right for parents to take time off to look after a child’s welfare as they grow. It can be used for various reasons, such as settling a child into school or spending more time with them during holidays.
Amount of Leave
Paternity Leave: This is taken in a short, continuous block of one or two weeks.
Parental Leave: This is a larger bank of 18 weeks of leave per child, available until the child turns 18. It is typically taken in smaller blocks of one week at a time.
Pay
Paternity Leave: This leave is usually paid, covered by Statutory Paternity Pay.
Parental Leave: This leave is, by law, unpaid.
Summary
In short, Paternity Leave is for partners taking a short, paid break immediately after birth or adoption. Parental Leave is a much larger, unpaid, and flexible entitlement for parents to use for general childcare needs over many years.
Family Leave Entitlements
The Employment Rights Act 2025 introduces key changes to family-related leave. Below, we clarify the updates to Parental Leave and Paternity Leave, and explain the crucial differences between them.
What's New with Parental Leave?
Are you aware of the updated rules for unpaid Parental Leave? The 2025 Act changes how and when employees can take time off to care for their children. Get the details here.
Is Paternity Leave a Day-One Right?
Yes, it is. The requirement for a qualifying service period has been removed. We explain what this means in practice and how to update your contracts and policies accordingly.
Employment Rights Act 2025 Download a summary
After more than a year of debate, the Employment Rights Bill became law on 18 December 2025 as the Employment Rights Act 2025. This is the biggest shake-up of employment law in a generation, with over 28 changes rolling out between December 2025 and into 2027. While this phased approach to the reforms gives employers time to prepare, now is the moment to get ahead. Explore what’s changing and what it means for your organisation, including key updates on sickness absence, paternity leave, parental leave, trade union access, and more.
Prepare for the Employment Rights Act 2025
The Employment Rights Act 2025 ushers in the most significant changes to UK employment law in a generation. Our CIPD HR-inform Pro product service is designed to be your essential guide, providing comprehensive resources, expert advice, and practical tools to ensure your business remains compliant and agile.
WARNING: New Fair Work Agency Powers!
The new Fair Work Agency is set to dramatically change the landscape of employment law enforcement. With unprecedented powers to recover underpayments and initiate tribunal claims on behalf of employees, your business could face significant financial penalties and legal battles if you're not fully compliant.
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