Unpaid Parental Leave: A 3 Minute Guide

What is Unpaid Parental Leave?

Unpaid Parental Leave (UPL) is a statutory right that allows eligible employees to take time off work to look after their child’s welfare. It can be used for different reasons, including spending more time with your child, settling them into childcare, managing school transitions, or extending time at home after birth or adoption.

As the name suggests, UPL does not come with statutory pay, and it does not depend on the other parent curtailing or sharing any leave entitlement. It is a separate unpaid leave entitlement for each eligible parent.

It can be used alongside other leave types, particularly paternity leave or Shared Parental Leave used by a father or birth partner to extend their period of leave.

How much Unpaid Parental Leave can I take?

Each eligible parent can take up to 18 weeks of Unpaid Parental Leave for each child, up to the child’s 18th birthday. This means the entitlement applies per child, not per pregnancy, job, or household.

There are some important limits to keep in mind:

• Maximum of 4 weeks per child in each year, unless your employer agrees otherwise.
• Leave must be taken in blocks of whole weeks, unless your employer agrees otherwise.
• If your child is disabled, or your employer agrees, you may be able to take it more flexibly.

A "week" refers to your normal working week. For example, if you usually work three days a week, one week of Unpaid Parental Leave would mean three working days off.

Who qualifies for Unpaid Parental Leave?

Unpaid Parental Leave is available to employees who have, or expect to have, parental responsibility for the child. This usually includes parents named on the birth or adoption certificate and others with parental responsibility. From April 2026, Unpaid Parental Leave is a day-one right, meaning eligible employees no longer need one year's service before they can qualify.

How to request Unpaid Parental Leave

You usually need to give your employer at least 21 days’ notice before the date you want the leave to start. Your notice should confirm the start and end dates. Your employer can ask for reasonable proof, such as a birth certificate.

If you or your partner are having a baby or adopting, the notice deadline is usually 21 days before the week the baby or child is expected. This allows a father or partner to use Unpaid Parental Leave immediately after birth to extend their time at home.

Can my employer postpone the leave?

Your employer cannot simply refuse valid Unpaid Parental Leave, but they can postpone it if there is a significant reason, such as serious disruption to the business. If they postpone it, they must:

• Explain why in writing within 7 days of your request.
• Suggest a new start date within 6 months of the original requested date.
• Keep the amount of leave the same.

Employers cannot postpone the leave if it is being taken by the father or partner immediately after the birth or adoption, or if postponement would mean you no longer qualify (e.g., the child would turn 18 before the new date).

Is it the right choice for your family?

Unpaid Parental Leave is often a gap-filler rather than a main leave entitlement. While it offers flexibility for childcare gaps or school transitions, the lack of statutory pay means the trade-off is household income.