Parental Bereavement Leave gives employed parents a statutory right to two weeks of leave if a child under 18 dies, or if a stillbirth occurs after 24 weeks of pregnancy. For 2026–27, the pay during this leave is £184.03 per week or 90% of average weekly earnings — whichever is lower. This right has been in force since 6 April 2020 and applies from day one of employment, with no qualifying service period.
This guide covers who qualifies, the leave structure, how to calculate pay, and what employers need to manage.
Key takeaways
- Eligible employees get 2 weeks of parental bereavement leave — the statutory minimum.
- Pay is £184.03 per week (2026–27) or 90% of average weekly earnings, whichever is lower.
- The leave applies when a child under 18 dies, or a stillbirth occurs after 24 weeks of pregnancy.
- There is no qualifying service period — the right applies from day one of employment.
- The leave must be taken within 56 weeks of the death or stillbirth.
Who qualifies for parental bereavement leave
Any employee qualifies for parental bereavement leave, regardless of length of service or hours worked. The right is automatic — the employee does not need to have a minimum period of employment.
The leave is available to:
- Parents — including birth parents, adoptive parents, and intended parents (where a surrogacy arrangement is in place).
- Partners — including husbands, wives, civil partners, and long-term partners of the parent.
- Day-to-day carers — where the child lived with the employee as part of their family.
The child must have been under 18 at the time of death, or the stillbirth must have occurred after 24 weeks of pregnancy.
| Requirement | Detail |
|---|---|
| Service period | None — day-one right |
| Child’s age | Under 18 at time of death |
| Stillbirth | After 24 weeks of pregnancy |
| Leave duration | 2 weeks |
| Pay rate | £184.03/week or 90% of earnings, whichever is lower |
| Must be taken within | 56 weeks of the death or stillbirth |
How the leave works
The employee is entitled to 2 weeks of leave — this can be taken as:
- 2 consecutive weeks, or
- 2 separate blocks of 1 week, or
- Flexible blocks within the 56-week window, as long as each block is at least 1 week.
The employee can also take additional unpaid leave under the general right to time off for dependants (s.57A Employment Rights Act 1996), though this is separate from the parental bereavement entitlement.
The leave starts on the day after the death or stillbirth, or on a later date chosen by the employee — as long as it falls within 56 weeks.
Parental bereavement pay
The pay during parental bereavement leave (PBP) is the lower of:
- £184.03 per week (2026–27), or
- 90% of the employee’s average weekly earnings over the eight-week qualifying period.
Most employees will receive the flat rate. Only those with very low average weekly earnings (below approximately £204.48) will receive less.
Worked example
David earns £35,000 per year. His average weekly earnings over the qualifying period are £673.08. Since 90% of £673.08 is £605.77 — well above the flat rate — David receives £184.03 per week for each of his two bereavement leave weeks.
Notifying the employer
The employee should notify you as soon as reasonably practicable. In practice, this means:
- As soon as they are able — there is no fixed notice period, given the circumstances.
- They should tell you the date of the death or stillbirth and that they are taking parental bereavement leave.
- They do not need to provide a specific return date upfront — you should agree this with them later.
You should handle notifications with sensitivity and flexibility. There is no prescribed form for this notice.
Multiple bereavements
If the employee experiences more than one qualifying bereavement within 56 weeks, they are entitled to 2 weeks of leave for each bereavement. The leave periods do not overlap — each bereavement triggers a fresh entitlement.
If a child dies during the 56-week window after a previous bereavement, the employee gets another 2 weeks from the date of the new death.
Stillbirth rules
Parental bereavement leave applies to stillbirths that occur after 24 weeks of pregnancy. Stillbirths before 24 weeks do not qualify for parental bereavement leave, though the employee may be entitled to:
- Maternity leave if the employee was on maternity leave at the time.
- Time off for dependants under s.57A of the Employment Rights Act 1996.
- Compassionate leave at the employer’s discretion.
The 24-week threshold aligns with the legal definition of a stillbirth in the UK.
Employer obligations
UK employers have five core duties around parental bereavement leave:
- Grant the leave regardless of the employee’s length of service.
- Pay PBP at the correct rate for the 2-week period.
- Keep records of the leave taken and pay awarded.
- Recover PBP from HMRC at 92% (or 103% for small employers).
- Allow the employee to return to their original role after the leave period.
You must not treat an employee less favourably for taking or requesting parental bereavement leave — this is a day-one right and any detriment is automatically unfair dismissal under s.104A of the Employment Rights Act 1996.
For more UK context, see our guides to time off for dependants, long-term sick leave, and sabbatical leave.
Frequently asked questions
How much parental bereavement pay is there?
£184.03 per week for 2026–27, or 90% of average weekly earnings if lower. The leave is 2 weeks.
Does the employee need to have worked for me for a certain period?
No. Parental bereavement leave is a day-one right with no qualifying service period.
Can the employee take the leave in separate weeks?
Yes. The employee can take the 2 weeks as two separate weeks within 56 weeks of the death or stillbirth, provided each block is at least one week.
What if the employee’s child was over 18?
Parental bereavement leave only applies when the child is under 18 at the time of death. For adult children, the employee may be entitled to compassionate leave or time off for dependants.
Can the employee take unpaid leave after the 2 weeks?
Yes. The employee can request additional unpaid leave under the general right to time off for dependants, or you may agree compassionate leave at your discretion.
Putting it into practice
Five steps keep your parental bereavement process correct:
- Handle the initial notification with sensitivity and do not require formal documentation before granting leave.
- Confirm the employee’s entitlement — day-one right, no service test.
- Calculate PBP using the correct rate and process it through payroll.
- Track the 56-week window and manage the employee’s return to work.
- Allow flexible return arrangements and discuss any adjustments the employee needs.
A leave management system that tracks parental bereavement leave correctly, calculates pay at the statutory rate, and manages the 56-week window keeps this sensitive process compliant and compassionate.
Sources
- GOV.UK — Parental Bereavement Leave and Pay (primary source)
- HMRC — PBP rates and thresholds
- Children and Families Act 2014, Part 6A
Last updated: 26 July 2026. This article is general information, not legal advice. PBP rates and thresholds change annually — confirm current figures with HMRC.