For some time, the CIPD has called for a comprehensive review and reform of the parental leave and pay system in the UK. The provisions are not fit for purpose and reform is needed to provide greater choice, fairness and flexibility for working parents. This will in turn help the attraction, retention and wellbeing of employees, which benefits organisations and people professionals. 

Earlier in 2025, the Women and Equalities Select Committee ran a call for evidence and evidence sessions reviewing shared parental leave and paternity (or partner) leave. The CIPD responded and gave evidence to the committee about the need to reform both shared parental leave and pay as well as paternity leave and pay.

In July, we responded to the government’s review into parental leave and pay. In our response to the Department for Business and Trade and the Department for Work and Pensions call for evidence on the review, we recommended the government to take a holistic review of the current parental leave and pay system to see where improvements could be made to better support labour market participation, choice, fairness and flexibility for working parents and employers. In particular, this should include:

  • increasing statutory paternity leave to six weeks at or near the full rate of pay
  • reviewing and reforming shared parental leave and pay to boost uptake by enhancing the financial statutory provision and simplifying the process for both working parents and employers
  • helping employers in building a broader culture of support for working parents
  • reviewing access to both childcare support and the provision of flexible working
  • considering international evidence and lessons learnt when reviewing and reforming the parental leave and pay system.

Overall, it is the CIPD’s view that the government should take a phased approach when implementing the parental leave and pay review changes to ensure sufficient employer support and education, given the level of change organisations are already facing as a result of the Employment Rights Bill (ERB).

The UK Government is planning to make both paternity leave and unpaid parental leave day-one rights through the ERB. Baroness Penn tabled an amendment to the ERB, including extending statutory paternity leave and pay to six weeks and increasing the rate of pay. This amendment was narrowly defeated. Also, Stella Creasy MP tabled an amendment, which focused on protected paternity or parental partner leave. The House has not considered this amendment.

The government’s review of parental leave and pay is expected to run for 18 months. The review aims to assess the current system’s effectiveness and propose improvements to better support working families. The review is expected to conclude with a roadmap for potential reforms, and it is anticipated that concrete plans will not be announced until 2027.

About the author

Claire McCartney, Senior Policy Adviser, Resourcing and Inclusion, CIPD

Claire specialises in the areas of equality, diversity and inclusion, flexible working, resourcing and talent management. She has also conducted research into meaning and trust at work, age diversity, workplace carers and enterprise and has worked on a number of international projects. She is the author of several reports and articles and regularly presents at seminars and conferences.

  • Employment law

    Annual leave: UK employment law

    The CIPD's dedicated legal resource on holiday entitlement for all types of worker. This page includes guidance leave allowances and pay and a downloadable infographic outlining the essentials you need to know.

    For Members
  • Thought leadership

    Could AI solve skills shortages?

    A look at whether artificial intelligence can cover skills shortages by exploring the benefits of AI and the advantages that can be gained by using generative AI such as ChatGPT