Understanding the New Neonatal Leave and Pay Rights in the UK - 2025 Update
Welcoming a new baby into the world is a life-changing experience, but for parents of babies who need neonatal care, it can also be a deeply challenging time. Recognising this, the UK government has introduced new Neonatal Leave and Pay rights to provide additional support for parents during these difficult moments from April 2025 onwards.
Here’s everything you need to know about the new rights: who they apply to, how they work, and what protections they offer for parents in the workplace.
Who Do Neonatal Leave and Pay Rights Apply To?
These rights apply to both employees and workers who are the parents of a baby admitted to neonatal care. Importantly, this includes biological parents, adoptive parents, intended parents through surrogacy, and partners. The legislation ensures these rights are available to as many affected families as possible¹.
Length of Service Considerations
Neonatal Leave: This is a day-one right, meaning that employees are entitled to take neonatal leave regardless of how long they have worked for their employer².
Neonatal Pay: To qualify for Statutory Neonatal Pay, employees must have:
A minimum of 26 weeks of continuous service with their employer by the end of the 15th week before the baby’s due date.
Average weekly earnings that meet the Lower Earnings Limit (currently £125 per week as of April 2025)³.
When Does the Entitlement Start?
Parents become eligible for Neonatal Leave and Pay if their baby is admitted to neonatal care for seven consecutive days or more before they reach 28 days old¹. The entitlement is expected to start from April 2025 onwards.
The entitlement is designed to give parents the flexibility to spend time with their baby in hospital without worrying about losing their income or job security.
How Long Is the Leave?
Eligible parents can take up to 12 weeks of Neonatal Leave, in addition to any maternity, paternity, adoption, or shared parental leave they may already be entitled to. This means parents can extend their time off work to support their baby’s recovery and bond as a family.
Statutory Neonatal Pay will cover the same 12-week period, providing financial support for parents during this time¹.
Redundancy and Discrimination Protections
Employers must take special care when handling redundancy situations involving employees taking or planning to take neonatal leave. The law offers additional protection against redundancy, ensuring that parents on neonatal leave are treated fairly and not disadvantaged compared to their colleagues.
Similarly, any form of discrimination related to taking or requesting neonatal leave is unlawful. For example:
Refusing a request for neonatal leave without valid reasons.
Penalising an employee for taking neonatal leave by excluding them from promotions, pay rises, or other workplace opportunities.
Under the Equality Act 2010, employees who experience discrimination related to pregnancy, maternity, or neonatal leave can bring claims to an employment tribunal¹.
Why These Rights Matter
Having a baby in neonatal care is an incredibly stressful time for parents. The new Neonatal Leave and Pay rights acknowledge the emotional, physical, and financial strain this situation creates, providing a safety net to help families navigate these challenges.
Employers also have an opportunity to build trust and loyalty by supporting employees through such critical moments. A workplace culture that prioritises empathy and flexibility not only strengthens employee morale but also enhances the organisation’s reputation as a caring and responsible employer.
Takeaways for Employers
1. Review Policies: Update your parental leave policies to include Neonatal Leave and Pay entitlements.
2. Educate Managers: Train line managers and HR teams on these new rights to ensure they’re applied consistently and fairly.
3. Communicate Clearly: Let employees know about their neonatal rights through handbooks, newsletters, or team meetings.
4. Plan for Flexibility: Anticipate potential absences and prepare contingency plans to ensure workload coverage.
Conclusion
The introduction of Neonatal Leave and Pay rights marks a significant step forward in supporting working parents during one of the most challenging times of their lives. For employees, it provides essential security; for employers, it’s an opportunity to demonstrate compassion and build a supportive workplace culture.
If you’re an employer or line manager looking to navigate these new rights, Thrive. is here to help. Let’s create workplaces that empower people when they need it most.
Reference List
1. Gov.uk (2025). Neonatal Care Leave and Pay Overview.
2. Employment Rights Act 1996 (as amended).
3. HMRC (2025). Statutory Pay and Leave Guidance.
4. CIPD (2025). Supporting Parents with Neonatal Care Leave.
5. ACAS (2025). Neonatal Leave and Pay Advice for Employers.
6. Equality Act 2010.