Introduction

The UK government has announced a significant expansion of bereavement leave entitlements, now covering step-siblings, half-relatives, foster carers and adoptive families. From April 2027, eligible employees in Great Britain can access up to two weeks of unpaid leave following a death in the family, representing the broadest such right in recent memory.

What Happened

The Employment Rights Act, which became law in December 2025, establishes a new statutory right to unpaid time off for workers dealing with loss. The scope now includes spouses, partners, parents, adult children and siblings, plus step-siblings, half-siblings, foster carers, kinship carers and adoptive parents. The policy also broadens coverage for pregnancy loss, encompassing miscarriage before 24 weeks, terminations and failed IVF embryo transfers. Employees may take the leave flexibly within 56 weeks of the bereavement, rather than taking it as a continuous block.

Why This Matters

The expansion recognizes the diverse ways families are formed and the real emotional and financial toll of losing a loved one. Charities including Kinship, Miscarriage UK and Sue Ryder have welcomed the move, arguing that the right provides a necessary safety net, though many are campaigning for the leave to be paid. Business groups such as the CBI have said they will work with ministers to ensure practical implementation, while the government maintains that a baseline entitlement is essential for workers facing some of life's hardest moments.

Key Takeaways

  • Leave applies to step-siblings, half-siblings, foster and adoptive relationships
  • Coverage now includes pregnancy loss before 24 weeks and related experiences
  • Employees can take leave flexibly over a 56-week window
  • Entitlement is unpaid, but charities are urging paid provisions
  • The law takes effect in April 2027, applying to all eligible workers from day one of employment

Conclusion

This legislative update represents a meaningful step toward making workplace rights more inclusive of modern family structures and diverse experiences of loss. As the April 2027 rollout approaches, both employers and employees will benefit from understanding the new flexibilities and responsibilities. Campaigners hope this baseline will encourage employers to consider paid options, ensuring that grief does not also become a financial burden.