Employment Rights Bill — An Update for Family-Friendly Workplaces
As champions of family-friendly workplaces, we keep a close eye on policy changes that affect working parents, carers and people navigating life alongside work. The Employment Rights Bill signals several important shifts over the next few years — many of which align closely with what family-friendly employers are already working towards.
Here’s a simple, people-centred update on what’s coming up, when changes are expected, and what they mean in practice.
Paternity Leave: Support from Day One
What’s changing — and when?
From 6 April 2026, paternity leave will become a day-one right, removing the current 26-week service requirement.
Why this matters
Families don’t wait six months to need support, and neither should working parents. This change recognises the importance of fathers and partners being present from the very start, and supports shared caregiving from day one.
For family-friendly employers, this reinforces a message many are already sending: paternity leave matters, and it’s encouraged.
Unpaid Parental Leave: Earlier Access, Greater Trust
What’s changing — and when?
From 6 April 2026, unpaid parental leave will also become a day-one right, removing the current one-year service requirement.
Why this matters
Parents may need time to respond to real-life family needs — school transitions, childcare challenges, or unexpected changes — long before they’ve reached a year’s service.
This shift places greater trust in employees, and greater responsibility on organisations to respond with consistency and care.
Flexible Working: Becoming the Default
What’s changing — and when?
From 2027, flexible working will become the default from day one, unless it is not reasonably feasible.
Employers can still refuse requests using the existing eight business reasons, but any refusal must be:
- Reasonable
- Clearly explained in writing, including why the decision is justified
Why this matters
Flexible working is one of the most important enablers for working parents and carers — yet access has often depended on tenure or individual managers.
This change reflects what family-friendly employers already know: flexibility works best when it’s built in from the start, not negotiated later.
Stronger Protection for Pregnant Employees
What’s changing — and when?
From 2027, it will be unlawful to dismiss a woman:
- While pregnant
- During maternity leave
- Or within six months of returning to work
(with limited exceptions)
Why this matters
This builds on existing maternity protections by extending the window of protection beyond leave — recognising that vulnerability doesn’t end on the first day back. We regularly hear from women who feel most vulnerable at work during pregnancy and return-to-work. These strengthened protections reinforce the importance of supporting parents not just during leave — but through reintegration and beyond.
It’s also a reminder that protection is important — but culture, leadership confidence and practical support are what truly shape someone’s experience.
Gender Pay Gap & Menopause Action Plans
What’s changing — and when?
Employers with 250+ employees will be required to:
- Publish an overall gender pay gap
- Publish menopause action plans
- Include outsourced individuals in gender pay gap reporting
Voluntary reporting: from April 2026
Mandatory reporting: from 2027
Why this matters
Gender pay gaps don’t exist in isolation — they’re closely linked to caregiving, health, and midlife experiences. The introduction of menopause action plans is particularly significant. It acknowledges that experienced talent often faces a dual challenge — navigating health changes while balancing leadership roles, family life and caring responsibilities.
It’s a signal that retaining senior women isn’t just about equal pay — it’s about creating environments where health, confidence and career progression can coexist.
Paid Carers’ Leave: On the Horizon
What’s changing — and when?
There’s no confirmed timeline yet, but the government will review the Carer’s Leave Act 2023 and consider the introduction of paid carers’ leave.
Currently, eligible employees are entitled to up to five days of unpaid carers’ leave per year. The proposed review will explore whether this should move from unpaid to paid support.
Why this matters
More employees are balancing work with caring for elderly parents, disabled family members or loved ones with long-term health needs. Paid carers’ leave is an area many family-friendly employers are already exploring — and we expect this conversation to continue. Organisations such as Carers UK are actively campaigning for the shift to paid leave, noting that 40% of carers who left work say paid leave would have helped them stay.
What We’re Seeing Across Family-Friendly Employers
Across our community, many organisations are already:
- Extending flexibility beyond minimum requirements
- Supporting managers to have better conversations with parents and carers
- Looking at family-friendly support across the whole life course — not just parental leave
The Employment Rights Bill doesn’t change the direction of travel — it reinforces it.
A Final Thought
For family-friendly workplace champions, these changes aren’t about ticking boxes. They’re about recognising that people bring their whole lives to work — and that support at the “moments that matter” makes a real difference to wellbeing, engagement and retention.
We’ll continue to share clear, practical updates as things evolve — and to support organisations in turning policy into meaningful, everyday support for their people.
If you’d like to explore what these changes could mean for your organisation, or how others in our community are preparing, we’re always happy to continue the conversation.