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. 

While the initial scope of these changes is limited, wider reforms under the Employment Rights Act (ERA) 2025 are expected for April 2026, when the ERA will formally incorporate these changes.  

Further reforms are expected once additional regulations are made, including:  

• allowing leave in cases where both the mother or adopter and child die; 

• allowing leave in adoption cases, where the adopter dies and the child dies, or is returned; 

• the option to work short periods during leave without ending it; and 

• extended redundancy protection following bereavement leave. 
   

It is expected that leave in these circumstances may eventually increase from the standard two weeks to up to 52 weeks on or after April 2026. This is being considered under the draft Bereaved Partner’s Paternity Leave Regulations 2026, which currently require the approval of both Houses of Parliament. These future Regulations will also set conditions for entitlement, notice and employment protections.  

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.