Since 6 April 2026, an eligible employee in England, Scotland or Wales may take Bereaved Partner’s Paternity Leave if their child’s mother, main adopter or main intended parent dies. This is a new, separate right to unpaid time off to care for the child. It is not ordinary Paternity Leave or Parental Bereavement Leave, and there is no separate statutory Bereaved Partner’s Paternity Pay.
The process is date-sensitive: how much leave remains depends on the child’s first birthday or adoption anniversary, and the notice required depends on whether leave starts within eight weeks of the death. This guide explains the employer-notice route and points to separate financial support; it does not decide an individual claim.
Check the date and your employment status
The leave is unpaid and taken in one block
Use the correct notice window
Who can qualify?
The mother, main adopter or main intended parent must have died on or after 6 April 2026. You must be the child’s father, the mother’s spouse or partner, or the spouse or partner of the main adopter or main intended parent. The same-sex partnership route is included in the GOV.UK eligibility criteria.
You must also have the main caring responsibility for the child and take the leave to care for them. The child must be under one year old; for adoption, the placement or the child’s first arrival in England, Scotland or Wales must have been less than a year ago. You must be an employee in England, Scotland or Wales. GOV.UK says there is no minimum service period, working-hours threshold or earnings test for this leave right.
For a surrogacy arrangement, the employee must apply, or intend to apply, for a parental order within six months of the child’s birth. A person who is only a worker or self-employed is outside this employee leave entitlement; check their contract and any other support separately.
How much leave can you take?
Leave can start the day after the death and must be taken as one continuous block. It ends by the earlier statutory anniversary that applies: the child’s first birthday, or the first anniversary of the adoption placement or arrival in England, Scotland or Wales after an overseas adoption. The available period depends on how much of that first year has already passed, so it is not automatically a full 52 weeks.
If the death occurs less than 14 days before the child’s first birthday or adoption/arrival anniversary, GOV.UK allows up to two weeks of leave, which must finish within 14 days of the death. If the child dies during the leave, a separate end rule applies: the leave normally ends within eight weeks, starting from the Sunday after the child’s death, unless the employer agrees otherwise. The Parental Bereavement Leave and Pay guide explains the distinct route after a child dies.
Notify your employer and plan the leave
- 1Confirm the death date, the child’s birth or adoption/arrival date, your employee status, and that you have the main caring responsibility.
- 2Decide whether leave will start within the first eight weeks after the death or later; the written-notice requirements differ.
- 3Give the employer the required dates and confirmation that you are taking leave to care for the child. Keep a dated copy of your notice.
- 4Agree the return date and check contract or workplace policies for any enhanced paid leave.
- 5Review benefits separately. A benefits calculator can help identify possible Universal Credit or Child Benefit support; Bereavement Support Payment has its own eligibility rules.
What to tell the employer, and when
You do not have to provide proof of death under the GOV.UK notice guidance. Keep a written record of the information you do give.
If leave starts in the first eight weeks after the death: tell the employer before you are due to start work on the first day of leave. You can do this in person, by phone or in writing. Give the death date, intended leave start date and child’s birth date—or the adoption placement/arrival date. You do not have to confirm the return date until the end of those first eight weeks. If you plan to return during that period, give one week’s written notice. If you want to continue leave beyond the first eight weeks, write to the employer by the end of week eight with the amount of leave requested and confirm that it is to care for the child and that you meet the eligibility conditions.
If leave starts more than eight weeks after the death: give at least one week’s written notice. Include the death date, child’s birth or adoption/arrival date, planned leave start and return dates, and confirm that you are taking leave to care for the child and meet the eligibility rules.
You can cancel leave or change the return date by giving the applicable notice unless the employer agrees otherwise. The notice period depends on whether the planned leave or return falls within or after the first eight weeks; use the current GOV.UK change and cancellation rules before changing dates.
Pay and other financial support
Bereaved Partner’s Paternity Leave is unpaid. There is no separate statutory payment attached to this leave, although a contract or employer policy may provide enhanced pay. Ask the employer how the absence will be recorded in payroll before relying on any paid amount.
This does not decide eligibility for other support. GOV.UK directs people to a benefits calculator for possible Universal Credit or Child Benefit and says Bereavement Support Payment may apply separately. See the UK Bereavement Support Payment guide, Child Benefit guide and maternity and paternity pay guide. These benefits have their own claimant, household, income or contribution tests; taking this leave does not automatically award them.
Ordinary Paternity Leave is a different birth-related right with its own notice and Statutory Paternity Pay conditions. Bereaved Partner’s Paternity Leave is also distinct from Parental Bereavement Leave, which concerns the death of a child. If the child dies while you are on this leave, check whether that separate route may apply after it ends.