Definition
A statutory right for employees with at least one year of service to take up to 18 weeks of unpaid leave per child, to be used before the child's 18th birthday. The leave is intended to care for a child's welfare.
UK Context
Unpaid parental leave is governed by the Employment Rights Act 1996 and the Maternity and Parental Leave Regulations 1999. It requires one year of continuous employment. The 18-week entitlement transfers if the employee changes employer, though the new employer can require proof of previous usage. HMRC does not reimburse employers for any voluntary pay during parental leave.
Best Practices
- Consider negotiating a workforce agreement that allows more flexible use of parental leave in individual days
- Track parental leave usage per child to ensure the 18-week lifetime maximum is managed correctly
- Only postpone leave when there is a genuine business reason, and always allow it immediately after birth or adoption placement
- Communicate the entitlement clearly during onboarding and in the employee handbook
Frequently Asked Questions
How much unpaid parental leave can an employee take?
Each parent can take up to 18 weeks of unpaid leave per child, to be used before the child's 18th birthday. Under the default scheme, a maximum of 4 weeks can be taken per child per year.
Can unpaid parental leave be taken in individual days?
Under the default scheme, leave must be taken in blocks of one week. However, employers can agree more flexible arrangements through a workforce or collective agreement. Leave for a disabled child can be taken in individual days under the default scheme.
Does unpaid parental leave transfer between employers?
Yes. The 18-week entitlement is per child, not per employer. If an employee has used 8 weeks with a previous employer, they have 10 weeks remaining. The new employer can request a declaration of previous usage.