Eligible employees can take Unpaid Parental Leave to look after their child’s welfare, for example to: attend the birth of their child spend more time with their children look at new schools settle children into new childcare arrangements spend more time with family, such as visiting grandparents Their employment rights (like holidays and returning to a job) are protected during Unpaid Parental Leave.

Parental leave is unpaid. You’re entitled to 18 weeks’ leave for each child and adopted child, up to their 18th birthday. The limit on how much parental leave each parent can take in a year is 4 weeks for each child (unless the employer agrees otherwise). You must take parental leave as whole weeks (for example 1 week or 2 weeks) rather than individual days, unless your employer agrees otherwise or if your child is disabled. You do not have to take all the leave at once. A ‘week’ equals the length of time an employee normally works over 7 days. Example If an employee works 3 days a week, one ‘week’ of parental leave equals 3 days. If an employee works irregular weeks the number of days in a ‘week’ is the total number of days they work a year divided by 52. Carrying leave over from a previous job Parental leave applies to each child, not to an individual’s job. Example An employee is entitled to 18 weeks. They’ve used 10 with a previous employer. They can use up to 8 weeks with their new employer if they’re eligible .

Employees qualify if all of these apply: they’re named on the child’s birth or adoption certificate or they have or expect to have parental responsibility they’re not self-employed or a ‘worker’, for example, an agency worker or contractor they’re not a foster parent (unless they’ve secured parental responsibility through the courts) the child is under 18 Employers can ask for proof (like a birth certificate) as long as it’s reasonable to do so - for example they cannot ask for proof each time an employee requests leave. Employers can choose to offer parental leave to those groups who are not eligible. Employees can check this in their staff handbook.

Employees must give 21 days’ notice before their intended start date. If they or their partner are having a baby or adopting, it’s 21 days before the week the baby or child is expected. Employees must confirm the start and end dates in their notice. Unless an employer requests it, this does not have to be in writing.

Leave cannot be postponed (delayed) if: the employer does not have a ‘significant reason’, for example it would cause serious disruption to the business it’s being taken by the father or partner immediately after the birth or adoption of a child it means an employee would no longer qualify for parental leave, for example postponing it until after the child’s 18th birthday If it’s postponed, the employer: must write explaining why within 7 days of the original request must suggest a new start date - this must be within 6 months of the requested start date cannot change the amount of leave being requested

Unpaid parental leave

Overview

Eligible employees can take Unpaid Parental Leave to look after their child’s welfare, for example to:

attend the birth of their child
spend more time with their children
look at new schools
settle children into new childcare arrangements
spend more time with family, such as visiting grandparents

Their employment rights (like holidays and returning to a job) are protected during Unpaid Parental Leave.

View a printable version of the whole guide

Unpaid parental leave

Overview

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Unpaid parental leave

Overview

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