In 2026, significant changes are expected in the UK regarding maternity and parental leave. These changes will offer greater flexibility for parents and improve employee rights. What exactly is changing, and how will it benefit both employees and employers?

Maternity Leave in 2026

Currently, female employees in the UK are entitled to 52 weeks of maternity leave, which is split into 26 weeks of ordinary maternity leave and 26 weeks of additional maternity leave. During the first 39 weeks, women can receive maternity pay, which is dependent on their earnings.

Expected changes for 2026:

  • Increased benefits and longer support for parents.

  • Flexibility in taking maternity and parental leave for both parents, promoting equal involvement.

Increased Support:

Planned changes could lead to higher maternity pay, making it easier for mothers to maintain financial stability during the early months after childbirth.

Parental Leave and Shared Parental Leave

Parents currently have the option to take up to 50 weeks of parental leave, with 37 weeks paid under Statutory Shared Parental Pay (ShPP). This system allows parents to share the leave period according to their needs.

What will change in 2026:

  • Introduction of “day-one” rights for parents, meaning they can request parental leave from the first day of employment.

  • Equal conditions for both parents when taking parental leave, promoting a more balanced division of childcare responsibilities.

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Example:

Liam and Sarah divide their parental leave. Liam takes 25 weeks, while Sarah takes 25 weeks. This allows both parents to be actively involved in childcare while maintaining their professional lives.

What Does This Mean for Employers?

For employers, this will mean adapting company policies to align with the new rules and creating flexible working conditions for parents. Companies will need to simplify the administrative process and ensure all employees have access to protections during maternity and parental leave.

Impact on Employers:

  • Equal rights for both parents: Employers must ensure both parents have equal access to parental leave and associated payments.

  • Protection from dismissal: Employers must guarantee that parents are not discriminated against during or after their leave.

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Tip for Employers:

Ensure you have internal guidelines in place that allow employees to equally share parental leave and protect their jobs.

Conclusion

2026 will bring significant changes to maternity and parental leave in the UK, supporting equal involvement of both parents and improving rights for parents in the workplace. Flexibility in taking leave, increased benefits, and new ways to divide parental leave will make life easier for parents and promote equality in childcare. Employers should prepare for these changes and adapt their policies to the new requirements.

Key Changes in 2026:

Change

Details

Increased Flexibility

Parents can more easily share parental leave and pay.

"Day-One" Rights

Parents can access leave from day one of employment.

Extended Benefits

Increased payments and extended support for parents.

Equal Rights for Both Parents

Both parents have equal opportunities for leave.

Employer Adjustments

Employers must adapt policies to ensure equal treatment.
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You can read a related article on safeguarding savings against inflation here: How to Safeguard Your Savings Against Inflation.