In April 2025, a significant change to UK employment law came into effect. The Neonatal Care (Leave and Pay) Act now entitles eligible parents to up to 12 weeks of paid leave if their baby requires neonatal care after birth. This is a vital step in recognising the unique pressures faced by families during such difficult times.
For HR professionals, this means updating internal policies to reflect the new statutory right. Employees must have at least 26 weeks’ continuous service and meet minimum earnings requirements to qualify for the paid element, although the leave itself is a day-one right. The leave is in addition to other entitlements such as maternity, paternity and shared parental leave.
The change presents an opportunity for organisations to strengthen their approach to family-friendly policies and demonstrate a deeper level of care for their workforce. Ensuring line managers understand the new law and how to support affected employees will be essential. Thoughtful communication and flexibility will go a long way in helping staff navigate both their personal and professional responsibilities.
This legislation marks a positive shift in workplace rights and underlines the importance of wellbeing across every stage of life and parenthood. Now is the time to ensure your organisation is informed, compliant and ready to support employees when they need it most.
For further help and guidance get in touch with a member of our team at hello@hellochief.co.uk.
