Guidance to help HR practitioners manage family leave in their organisation
Employees may be entitled to various family leave options during their employment, including maternity leave, paternity leave, adoption leave or shared parental leave. The effective management and support of employees taking family leave ensures compliance with legal requirements and helps to boost employee engagement, support wellbeing and increase job satisfaction, all of which can contribute to organisational performance. Organisations that are committed to providing a positive experience for employees can also benefit from a strong employer brand whilst supporting inclusion and reducing flight risks.
Employees have a range of rights relating to family leave, typically in relation to time off and pay. These rights may vary depending on the circumstances, their length of service and current legislation.
The Employment Rights Act 2025 (ERA 2025) has introduced changes to paternity leave and unpaid parental leave.
Separately, a new right to bereaved partner's paternity leave introduced by the Paternity Leave (Bereavement) Act 2024 came into effect on 6 April 2026. For more information on employment rights and employer obligations relating to family leave see our employment law page.
This guide will focus on good practice in managing family leave, including how to provide effective support to employees.
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
Use our range of practical tools, including flowcharts and checklists, to help you manage maternity, paternity, parental and other types of family-related leave
From April 2026, paternity leave and unpaid parental leave become day-one employment rights. Join our expert panel to unpack the legal changes, and how organisations can practically prepare for a potential increase in leave requests.
Our Submission to the Department for Business and Trade, Kate Dearden MP and the Rt Hon Peter Kyle MP
Practical advice and guiding principles for effective support
Practical guidance to effectively oversee and support an employee’s return to work after long-term sickness absence
How managers can help an employee return to work after short-term absence
Practical advice on how to tackle sexual harassment in the workplace