Appendix 27 - Bereaved Partner’s Paternity Leave Policy
Purpose of this Policy
With effect from 6th April 2026 eligible employees have a statutory right to bereaved partner’s paternity leave from day one of employment in circumstances where a child’s primary carer dies. This policy explains your rights to time off and other support offered. Employees will not be subject to detriment for taking bereaved partner’s paternity leave.
Eligibility
Employees may take Bereaved Partner’s Paternity Leave where:
• Their child is under 12 months old, or the child was placed for adoption within the last 12 months; and
• The child’s mother or primary adopter has died; and
• The employee was the partner of the deceased parent. This includes spouses, civil partners, and partners living together in an enduring family relationship.
No minimum length of service is required but you must have main responsibility for the upbringing of the child, and the purposes of the leave must be to care for the child.
Entitlement to Leave
Eligible employees may take a single period of up to 52 weeks of leave. Leave can only be taken after the bereavement date and within the 52-week paternity leave eligibility period which begins from either the day after the child is born or the day after the child is placed for adoption.
Where the bereavement leave date occurs within the last two weeks of the paternity leave eligibility period, the eligibility period will be extended and you will be entitled to a maximum of two weeks’ leave.
Statutory Bereaved Partner’s Paternity Pay
Time off for bereaved partner’s paternity leave is unpaid.
Notice Requirements
Employees should notify the Company as soon as reasonably practicable following the bereavement. Notification should include:
• The date of death,
• The child’s date of birth or adoption placement,
• The intended start date for leave,
• The expected duration of leave (if known).
The Company recognises that formal notice may be difficult under such circumstances and will apply flexibility where possible.
Evidence Requirements
The Company may request minimal evidence in line with statutory rules, which may include a declaration confirming eligibility, the date of the bereavement, and the employee’s relationship to the deceased parent.
All information will be handled with sensitivity and confidentiality.
Terms and Conditions During Leave
Employment continues throughout Bereaved Partner’s Paternity Leave. Employees will:
• Continue to accrue annual leave,
• Maintain continuous service, and
• Retain contractual benefits (other than salary unless enhanced at Company discretion).
Pension contributions will continue in line with the relevant scheme rules.
Returning to Work
Employees are entitled to return to the same role, or where that is not reasonably practicable, to a suitable alternative role on the same terms and conditions.
Employees may request a phased or adjusted return to work, which the Company will consider on a case by case basis.
Support and Wellbeing
The Company recognises the emotional and practical impact of losing a partner or co parent and aims to provide compassionate support.
Employees are encouraged to contact HR for support or use Medicash benefit at any time.