Jun 30, 2026 · 24 min · 11 segments
In this episode of Employment Talk, our hosts explore the latest developments under the Employment Rights Act 2025 affecting working parents and carers, and what they could mean for employers in…
So parents already benefit from a wide framework of rights, including 52 weeks maternity leave, two weeks paternity leave.
up to 18 weeks unpaid parental leave per child, up to 50 weeks of shared parental leave allowing leave to be shared more flexibly between parents, the right to request flexible working, neonatal care leave of up to 12 weeks where a baby requires specialist care, parental bereavement leave of up to two weeks following the death of a child under 18 or stillbirth after 24 weeks of pregnancy, up to 52 weeks of paternity leave where the child's primary carer dies, one week's carer's leave to support dependents with long-term care needs, and rights to a reasonable amount of time off to deal with emergencies involving dependents.
And some of those rights, of course, have been in place for a long time, but there's a few others, such as paternity leave for bereaved parents that only came into force this year.
It is and there are a lot of rights and some of the detail that sits underneath these is also very complicated and as you say Jo a number of these rights have recently been strengthened or expanded and almost all of these now apply from the first day of employment even though statutory payments still require a minimum amount of service.
So Again, before we look at the beefed up dismissal protections you mentioned, are there any other new rights on the horizons that employers ought to be aware of?
So parents already benefit from a wide framework of rights, including 52 weeks maternity leave, two weeks paternity leave.
up to 18 weeks unpaid parental leave per child, up to 50 weeks of shared parental leave allowing leave to be shared more flexibly between parents, the right to request flexible working, neonatal care leave of up to 12 weeks where a baby requires specialist care, parental bereavement leave of up to two weeks following the death of a child under 18 or stillbirth after 24 weeks of pregnancy, up to 52 weeks of paternity leave where the child's primary carer dies, one week's carer's leave to support dependents with long-term care needs, and rights to a reasonable amount of time off to deal with emergencies involving dependents.
And some of those rights, of course, have been in place for a long time, but there's a few others, such as paternity leave for bereaved parents that only came into force this year.
It is and there are a lot of rights and some of the detail that sits underneath these is also very complicated and as you say Jo a number of these rights have recently been strengthened or expanded and almost all of these now apply from the first day of employment even though statutory payments still require a minimum amount of service.
So Again, before we look at the beefed up dismissal protections you mentioned, are there any other new rights on the horizons that employers ought to be aware of?
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