Dear School Leaders and Business Managers,

We are pleased to provide a crucial update regarding the recent developments in paternity leave regulations, which will have implications for both educational institutions and businesses. The government has officially released the draft legislation in the form of the Paternity Leave (Amendment) Regulations 2024.

The key modifications introduced through these at present ‘draft’ regulations are as follows:

1. Flexible Leave Structure: Employees now have the option to divide their two-week paternity leave entitlement into two distinct one-week blocks, offering enhanced flexibility in utilisation.

2. Extended Timeframe: A significant extension has been made to the timeframe for taking paternity leave. Employees can now avail themselves of this benefit at any point within the 52 weeks following the birth, as opposed to the prior restriction of 56 days.

3. Reduced Notice Period: The notice period for intending paternity leave has been reduced to 28 days, streamlining the planning process and providing greater convenience. This marks a notable departure from the previous stipulation, which mandated a 15-week notice before the Expected Week of Childbirth (EWC).

These regulatory adjustments are scheduled to be effective from April 6, 2024. You can find more details about the Paternity Leave (Amendment) Regulations 2024 below:

The Paternity Leave (Amendment) Regulations 2024 (legislation.gov.uk)

In light of these changes, Schools that work to their Local Authority Policies for example LCC the policies will need to updated prior to the 6th April to reflect these amendments. We encourage you to stay tuned for further communications on these updates. Watch this space for updates on revised policies and procedures.

The Regulations are designed to be applicable in instances where the Expected Week of Childbirth (EWC) falls on or after 6 April 2024. Consequently, these proposed changes are to come into effect concurrently with a broader set of family-friendly legal modifications. This comprehensive update encompasses the introduction of carer’s leave, adjustments to flexible working rights, and the expansion of redundancy protection to encompass pregnancy, as well as a defined period following maternity, adoption, and shared parental leave. More details will follow.