Keep abreast of the changing laws about paternity leave

Travel Weekly has teamed up with leading industry employment lawyer Ami Naru for a regular column offering answers to readers’ legal questions on employment/HR matters. Ami covers the latest employment issues and responds to questions and dilemmas posed by you. In this column, she answers a question about changes in law to paternity leave.

Q. I have a couple of employees who will be going on paternity leave soon. I want to do the right thing for them, but I understand that the law in this area is changing?

A. I appreciate that managing staff absences in the travel industry is always challenging, due to fluctuating demand, peak-season pressures and irregular changes. However, with good communication and careful planning, paternity leave can be a smooth and positive period.

Paternity leave is crucial for establishing long‑term equality at home, supporting a mother’s mental health and boosting child development. Fathers who take dedicated leave develop stronger bonds and vital caregiving skills, while employers benefit from improved staff retention, loyalty and reduced gender pay gaps.

More: Leading lawyer warns of ‘fundamental’ changes to employment law

The government also recognises the importance of paternity leave and, as of April 6, 2026, it is now a ‘day one right’ under the Employment Rights Act 2025. This removes the minimum requirement of 26 weeks of continuous service, allowing employees to give notice of leave from the first day of their employment. This reflects the government’s current agenda to strengthen workplace practices.

Paternity leave allows eligible employed partners to take up to two weeks off after the birth or adoption of a child. Paternity leave can be taken at any time in the first 52 weeks after the baby is born or placed with the family. However, the duration of the leave and the rate of statutory pay have not been universally expanded, with ongoing advocacy from groups such as Pregnant Then Screwed and the Fatherhood Institute pushing for longer, better-compensated models.

Anyone taking paternity leave is protected by law against both detriment and unfair dismissal under the Equality Act 2010 and the Employment Rights Act 2025. In terms of remuneration, Statutory Paternity Pay is set at £184.03 per week or 90% of the employee’s average weekly earnings (whichever is lower). However, many employers also offer “enhanced” or contractual paternity pay, which provides full pay for a certain period, and this may be something you wish to consider.

In terms of future changes, despite the Employment Rights Act 2025 being one of the largest overhauls of UK employment law in years, lobbying groups, trade unions and family‑rights campaigners continue to push for longer and better-paid paternity leave, as well as improved support for working fathers. Campaigns for longer and better-paid paternity leave (such as those led by The Dad Shift and Pregnant Then Screwed) are driven by the need to support families, close the gender pay gap and boost the economy. The ongoing government review of the entire parental and paternity leave system is expected to introduce further reforms in the coming years, with the review expected to conclude in 2027.

With the potential for more changes to come in respect of family-friendly arrangements in the workplace, I would recommend that employers keep up to date with ongoing reforms, both for paternity leave and other employment rights.