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.
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