New Paternity Leave Regulations 2024: All you need to know

What are the new Paternity Leave Regulations?

In a significant move towards enhancing family-friendly workplace policies, the government has taken a concrete step by publishing draft legislation known as the Paternity Leave (Amendment) Regulations 2024. These regulations are a result of the proposals made in the summer of 2023, aiming to reshape and improve paternity leave rights for employees.

What are the key changes in the Paternity Leave Regulations?

The newly proposed regulations introduce several noteworthy changes to the existing paternity leave framework:

• Flexible leave structure:

Employees will now have the flexibility to take their two-week paternity leave entitlement as two separate one-week blocks. This departure from the previous requirement of taking one continuous week or two consecutive weeks offers greater adaptability to people, acknowledging the diverse needs and circumstances that may arise during this crucial time.

• An extended timeframe for leave:

Recognising the dynamic nature of family life, and to accommodate varying situations that can arise within the first year of a child’s life, a significant shift has been made in the timeframe within which paternity leave can be taken. Instead of the previous restriction of 56 days following birth, employees will now have the liberty to take paternity leave at any time within the 52 weeks after the birth of their child.

• A reduced notice period:

The new regulations streamline the process for employees intending to take paternity leave by reducing the notice period from 15 weeks before the Expected Week of Childbirth (EWC) to a more manageable 28 days. This adjustment facilitates better planning for both employers and employees, ensuring smoother coordination during this crucial period.

When will the Paternity Leave changes start?

The Paternity Leave (Amendment) Regulations 2024 will come into effect on 6^th April 2024. This aligns with other imminent family-friendly legal changes, reinforcing a holistic approach to supporting individuals in managing their work and family responsibilities. These concurrent changes include the introduction of carer’s leave, amendments to flexible working rights, and an extension of redundancy protection to encompass pregnancy, as well as a period following maternity, adoption, and shared parental leave.

Contact us

If you are an employer or an employee who would like to understand more about this and any other aspect of employment law, please contact our friendly Employment Law team on 01978 291000 or  Melissa Bramwell

Email: [email protected]