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Family-friendly rights | 7 key reforms to have on your radar
Written by Louise Harvey on 14 March 2025
The Labour government’s Plan to Make Work Pay is set to shake up numerous aspects of employment law. From strengthening worker protections to bolstering compensation and benefits, there’s a lot for employers and HR professionals to wrap their heads around.
The commitment to implementing most of these proposals is outlined in the Employment Rights Bill, which has been revised through consultations and is currently moving through the Parliamentary process. In addition to the Bill, the Plan to Make Work Pay includes other non-regulatory consultations, updates to codes, and revisions to guidance.
Of these upcoming reforms, changes to family-friendly rights could be among the most significant, with several proposals aimed at strengthening employees’ entitlements and protections. With this in mind, this blog summarises the key family-friendly proposals employers should be aware of to help you stay informed and prepared.
Changes being introduced under the Employment Rights Bill
Bereavement leave
Losing a loved one is tough enough without worrying about whether you have enough holiday left to grieve.
Currently, there is no statutory right to bereavement leave in the UK (except for parents who lose a child after 24 weeks’ pregnancy or before they turn 18). While many employers show compassion and allow time off in such difficult circumstances, the lack of formal legislation means unfortunately some employees may not receive the support and time off they need to start processing their loss.
Recognising the emotional and practical challenges that come with losing a loved one, Labour is proposing a day one right to at least one week of bereavement leave. Further details, such as whether this leave will be paid, the specific entitlement, and qualifying relationships, will be clarified through secondary legislation in due course.
Bereavement leave and pay for pre-24-week pregnancy loss
Currently, parental bereavement leave is available to employees who lose a child after 24 weeks’ pregnancy or before they turn 18. Labour is proposing to extend this right to parents who experience pregnancy loss before 24 weeks too, giving them much-needed workplace support during a difficult time.
As Labour MP Sarah Owen, who chairs the Women and Equalities Committee, points out: “Bereavement is not an illness, it’s not a holiday and it does need its own special category”. This amendment could therefore provide long-overdue recognition and support for those facing early pregnancy loss due to a miscarriage, ectopic pregnancy, molar pregnancy, medical termination, or unsuccessful IVF embryo transfer.
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Flexible working
The government plans to build on legislation introduced in April 2024 that gives employees the right to request flexible working from day one. The plan is for flexible working to be the default – where practical, of course – by introducing a test of reasonableness when refusing a request.
Employees will still have to request flexible working, but employers will likely find it harder to refuse requests.
Parental leave
Currently, employees need to clock up a whole year of service before they can take (unpaid) parental leave. Labour is proposing to scrap this waiting period meaning parents will be able to take up to 18 weeks of unpaid leave per child from day one.
It’s also worth noting that the government is proposing to conduct a full review of prenatal leave in the future, so watch this space!
Paternity leave
At present, employees need 26 weeks’ continuous service (accrued by 15 weeks before the expected week of childbirth) before they can take paternity leave. Under Labour’s proposals, paternity leave would become a right from day one. Despite calls to increase the duration of statutory paternity leave, there are no current plans to extend it beyond the existing two weeks, though it’s possible we could see this change in the future.
There is a small change, though, for those considering Shared Parental Leave (SPL). Currently, if an employee takes SPL first, they lose their paternity leave (and pay) entitlement. Under the new plan, employees will be able to take paternity leave even after SPL, giving families more flexibility in how they balance work and parenting.
Pregnancy and maternity protections
Labour wants to make it unlawful to dismiss a woman during pregnancy, whilst on maternity leave, or within six months of her return from maternity leave, except in specific circumstances.
This means better job security for working mums and a clear message to employers that pregnancy is not a performance issue. Note, though, that we await further details on how this will apply in practice.
Changes being introduced through existing powers and non-legislative routes
Paid carer’s leave
Since April 2024, carers have been entitled to one week of unpaid leave to provide or arrange care for a dependant with a long-term care need. This includes individuals with a disability (as defined under the Equality Act 2010), an illness or injury likely to require care for at least three months, or age-related care needs.
While carer’s leave is currently unpaid, Labour has committed to reviewing the Carer’s Leave Act 2023, including the potential benefits of introducing paid leave. This reform is likely to be a longer-term initiative, but if implemented, it could be a game-changer for those balancing work with caregiving responsibilities.
What's next?
For employers and HR teams, these changes will likely mean multiple policy updates, which WorkNest would of course be more than happy to help you with.
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