NEW HR LEGISLATION: Bereavement Leave from April 2027
The Government has confirmed new statutory bereavement leave rights, including specific provisions for pregnancy loss, which are due to come into force in April 2027.
New statutory bereavement leave and pregnancy loss rights are due from April 2027. Employers should start reviewing their policies and HR processes now.
For employers, now is the time to start thinking about what this could mean for your policies, processes and people.
What’s changing?
Employees will have a new day-one right to bereavement leave following the death of certain close family members, including:
- Spouse or partner
• Parent
• Adult child
• Sibling
The entitlement will also recognise step, half, adoptive, kinship care and foster relationships.
Pregnancy loss will also be covered
Employees experiencing pregnancy loss before 24 weeks will be entitled to up to two weeks of unpaid leave.
This will include miscarriage, terminations and unsuccessful IVF embryo transfers, with the entitlement also extending to partners and intended parents in a surrogacy arrangement.
There’s flexibility too
The new bereavement leave will be able to be taken:
📅 Within 56 weeks of the loss
📅 As individual days or as a block
📋 With simplified notification requirements during the first eight weeks
🔒 Without employees being required to provide evidence of the loss
Employees will also have protection from detriment or dismissal for exercising their statutory right.
What should employers be doing now?
Although April 2027 may feel a long way off, this is a good opportunity to review:
✅ Your bereavement and compassionate leave policies
✅ How pregnancy loss is currently handled
✅ Your HR processes and manager guidance
✅ Whether your existing benefits go further than the statutory minimum
✅ How managers are supported to deal with bereavement sensitively and consistently
For many employers, this legislation will provide a minimum statutory framework. The Government has confirmed that the new rights will be introduced through secondary legislation next year.
At Tick HR Solutions, we’ll be keeping a close eye on the detail as it develops and helping businesses understand what they need to do to prepare. Call our team on 01522 448 181