Jurisdiction(s):
United Kingdom

Statutory Unpaid Bereaved Partner’s Paternity Leave: Employer Policy Template on Eligibility, Notice, 52‑Week Entitlement, KIT Days and Return to Work (birth, adoption and surrogacy)

Precedents
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1 Introduction

1.1 This policy explains the entitlements and duties of employees who are seeking to take bereaved partner’s paternity leave (BPPL). BPPL provides certain fathers and partners with leave from work in circumstances where the primary carer of a child dies on or after 6 April 2026.

1.2 This policy applies to every employee. It does not extend to agency workers, consultants, or self-employed contractors.

1.3 This policy is provided for guidance only and does not form part of your contract of employment; we may update or amend it at any time. It outlines statutory rights afforded to employees, but is intended as a summary and not a full statement of your rights. If you have any questions about your entitlement, please contact [ the HR department ].

2 Entitlement to bereaved partner’s paternity leave

2.1 Your eligibility for BPPL depends, among other things, on your relationship to the child or to the primary carer, ie the child’s mother (for a birth), the child’s adopter (for an adoption), or the primary parental order parent (for a surrogacy). Further details are set out below. More information is provided below...

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Web page updated on 22/05/2026

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