Statutory Family-Friendly Rights in the UK
Family-friendly employment rights are the cornerstone of a fair, inclusive and productive workplace.
In the UK, a robust legal framework provides employees with a range of policies, such as maternity leave rights, designed to support them through major life events like childbirth, adoption and caring responsibilities. Many employers also go beyond the statutory minimum to create a more supportive and flexible work environment, benefiting both staff and the organisation.
Maternity Leave Rights and Pay
In the UK, maternity leave rights mean employees are entitled to up to 52 weeks of maternity leave, divided into 26 weeks of “ordinary” and 26 weeks of “additional” leave. During this period, employees continue to accrue benefits such as pension contributions and holiday entitlement. Special protections apply in redundancy situations, including priority access to suitable alternative roles.
Eligible employees receive statutory maternity pay for up to 39 weeks due to maternity leave rights: 90% of average weekly earnings for the first six weeks, followed by the statutory flat rate or 90% (whichever is lower) for the remaining period. Employees may also use up to 10 “keeping in touch” days to work without affecting their leave entitlement.
Paternity Leave Rights and Pay
Fathers or partners are entitled to paternity leave rights, which allow for up to two weeks of statutory paternity leave. This can be taken in a single block within eight weeks of the child’s birth or adoption, paid at the statutory rate or 90% of earnings (whichever is lower).
The government has consulted on reforms to make paternity leave rights more flexible, allowing them to be split into multiple blocks and taken at any point during the first year.
Shared Parental Leave and Pay
Shared parental leave is a family-friendly right that allows parents to share up to 50 weeks of leave and 37 weeks of pay between them, depending on how much maternity or adoption leave has been used. Shared parental leave can be taken in blocks or all at once and shared between parents to suit their needs.
Parents can also take up to 20 shared parental “in-touch” (SPLIT) days to work during their leave period without ending their leave.
Unpaid Parental Leave
Each parent has the right to up to 18 weeks of unpaid parental leave per child, which can be used up until the child’s 18th birthday. Usually, a maximum of four weeks can be taken per year per child, with the stipulation that unpaid parental leave must be taken in blocks of at least one week, unless the employer agrees otherwise.
Employees typically need at least one year of service to qualify, although there are ongoing discussions about removing or reducing this requirement. This family-friendly employment right also stipulates that your right to return to your employment is protected during this time.
Time Off for Dependants
Employees have the right to take a reasonable amount of unpaid time off to deal with emergencies involving dependants, such as sudden illness or breakdown in childcare. A dependant can be a spouse, civil partner, child, parent or anyone who is living with you and whom you care for. This family-friendly employment right is for unforeseen emergencies and is not planned leave.
Flexible Working Family-Friendly Rights
Since April 2024, all employees have the right to request flexible working from their first day of employment. Requests can include changes to hours, patterns or the location of work.
Employers must handle requests reasonably and respond within two months. They may refuse only on specific statutory business grounds, such as detrimental effect on service quality or inability to reorganise work.
Additional Family-Friendly Employment Rights and Protections
Employers are also permitted to offer further protections related to standard parental or dependancy leave and flexible working rights:
- Pregnant employees are entitled to paid time off for antenatal appointments.
- Employees are protected against unfair dismissal and discrimination in employment rights linked to pregnancy, maternity, or family leave.
- There are specific notification and consultation requirements for employees planning to take leave.
- A new family-friendly right to paid neonatal leave, granting parents up to 12 weeks of paid leave if their baby requires neonatal care.
Best Practice Beyond the Statutory Minimum
Many employers go further than the legal minimum to support their workforce. Examples of enhanced family-friendly rights and practices include:
- Enhanced maternity, paternity, or shared parental rights and pay beyond statutory levels.
- Flexible scheduling such as job-sharing, compressed hours, hybrid or remote work.
- Phased return-to-work schemes after leave.
- Childcare support, including on-site facilities or subsidies.
- Inclusive policies for adoption, surrogacy and same-sex parents.
- Support for carers, including paid carers’ leave.
- Manager training, clear policy communication and monitoring uptake to ensure equity.
These practices are encouraged by the UK government as part of closing the gender pay gap and fostering an inclusive culture. [Family-Friendly Policies: Actions for Employers, GOV.UK, 2020]
The Business Case for Family-Friendly Rights
Family-friendly employment rights are not just legal obligations—they are strategic assets.
Organisations that embrace them can:
- Reduce staff turnover and recruitment costs.
- Increase productivity through better work-life balance.
- Enhance reputation as an employer of choice.
- Promote gender equality and help close the gender pay gap.
Conclusion
Family-friendly employment rights in the UK are evolving to reflect modern family structures and work patterns. Employers must comply with statutory rights, but those who go beyond the minimum gain significant benefits in employee wellbeing, retention and organisational success.
By understanding the legal framework, staying updated on reforms and implementing best practices, employers can build workplaces that support families and create long-term value.
Looking ahead, the Employment Rights Bill is expected to introduce further enhancements, including stronger protections against redundancy for pregnant women and new parents, improved flexible working rights, and reforms to parental leave structures.
These pending measures aim to modernise UK employment law further and close gaps in existing family support. It is essential that your organisation is ready for the updated provisions. Contact us today to discuss your family-friendly employment rights.