From 29 December 2025, key changes to paternity leave came into force under the Paternity Leave (Bereavement) Act 2024. The Act recognises a devastating experience faced by families, the death of a mother or adopter during childbirth, or within the first year after birth or adoption.
The Act ensures that bereaved partners can take paternity leave without worrying about meeting employment thresholds. Eligible partners can now access paternity leave from day one, removing the previous six-month service requirement. Additionally, taking shared parental leave will no longer block access to bereavement-related paternity leave.
The Bereaved Partner's Paternity Leave Regulations 2026 were also made on 10 March 2026 and came into force on 6 April 2026, providing a right to up to 52 weeks of bereaved partner's paternity leave.
Only bereaved partners who are legally classed as employees have the right to Statutory bereavement leave. Workers do not qualify unless they meet this legal definition. Freelancers are not entitled to statutory bereavement leave.
In the screen sector, work often involves irregular hours, project-based contracts, and high-pressure deadlines. Bereavement can make it impossible to meet these demands, and the loss of income or employment security can exacerbate stress at a crucial time. The Act empowers bereaved partners with the ability to step away from work, providing time to grieve and to manage any caring responsibilities for their family.
These changes are an opportunity for employers to support employees in a meaningful way. Providing guidance, flexibility, and compassionate support at work can help bereaved partners navigate both grief and any caring responsibilities they may have.
You can help by:
ensuring HR teams, line managers, and production leads understand the new day-one entitlement;
review policies to reflect bereavement leave ahead of broader ERA reforms in 2026, and;
provide clear guidance on support options, such as mental health resources and employee assistance programmes.