How to Request Parental Leave

When you need time off work to look after your child, Parental Leave is a key statutory right you should know about. Importantly, in UK employment law, "Parental Leave" specifically refers to unpaid time off for childcare reasons, separate from paid entitlements like Maternity or Paternity Leave. This guide will walk you through your eligibility, how to calculate your allowance, and the exact steps to request this leave from your employer with confidence.


Read the full guide below or read the quick 60 Second Solution.


Understanding Statutory Parental Leave (Unpaid)

Parental Leave is a legal right that allows employees to take unpaid time off to care for their child. It is designed to help parents during a child's early years or in specific situations where they are needed.


Key Features of UK Parental Leave:

  • It is unpaid. Your employer is not obliged to pay you during this leave.
  • Eligibility: You must be an employee (not necessarily a worker) and have at least one year's service with your employer.
  • Leave Allowance: You are entitled to 18 weeks of leave for each child, up to their 18th birthday. You cannot transfer this allowance between children.
  • Usage Limit: You can only take a maximum of 4 weeks of parental leave per year for each child (unless your employer agrees otherwise).
  • Leave Block: Leave must generally be taken in blocks or multiples of one week. A week is equal to the number of days you normally work in a week (e.g., 5 days for a full-time employee). For children with disabilities, you can take leave in individual days.
  • Source: The primary source for this right is the Employment Rights Act 1996 and the Maternity and Parental Leave etc. Regulations 1999, as outlined on Guide - GOV.UK.

Are You Eligible? A Simple Checklist

To qualify for statutory unpaid parental leave, you must:

  • Have a child under 18 (including adopted children).
  • Be named on the child's birth certificate or have parental responsibility (e.g., through a court order).
  • Be an employee (check your contract).
  • Have completed one continuous year of service with your current employer.

Important: Parental Leave is for care of the child. It is intended for situations like:

  • Spending more time with a young child.
  • Settling a child into new childcare arrangements.
  • Attending a child's school events.
  • Looking after a sick child (though Emergency Time Off for Dependants may also apply for sudden issues).

How to Request Parental Leave – Step-by-Step Guide

Step 1: Check Your Contract & Company Policy

First, look at your employment contract and staff handbook. Some employers offer enhanced parental leave that may be paid or offer more flexible terms than the statutory minimum.


Step 2: Give Correct Notice to Your Employer

You must give your employer proper notice:

  • You must notify them at least 21 days before you want your leave to start.
  • Your notice must be in writing (an email is sufficient).
  • You must specify the start and end dates of the leave.

Step 3: Submit a Formal Written Request (Template)

Always put your request in writing to create a clear record. Use this template:

Subject: Formal Request for Parental Leave

Dear [Manager's Name],

I am writing to formally request to take unpaid parental leave under my statutory entitlement.

I am eligible as I have [child's name] who is [child's age], and I have been employed here for over one year.

I request to take [number] weeks of parental leave, starting on [start date] and ending on [end date]. This will leave me with [number] weeks of my remaining allowance for [child's name].

The purpose of this leave is for childcare, specifically [brief, optional reason - e.g., 'to settle my child into a new nursery'].

Please confirm receipt of this notice and let me know if you require any further information.

Yours sincerely,

[Your Name]
[Your Employee Number/Department]


Step 4: Know Your Employer's Right to Postpone

Your employer can postpone your leave if they have a good business reason (e.g., if your absence would significantly disrupt operations). However:

  • They cannot refuse it outright if you are eligible and have given correct notice.
  • They must agree an alternative date with you.
  • The new date must be within 6 months of your original start date.
  • They must give you a written notice of postponement within 7 days of your request.

FAQs on UK Parental Leave

Q: What is the difference between parental leave and paternity leave in the UK?
A: Paternity Leave is a short, paid leave (1-2 weeks) taken by partners around the time of birth or adoption. Parental Leave is a separate, longer entitlement of unpaid leave (18 weeks per child) that can be used flexibly up to the child's 18th birthday.

Q: Can I take parental leave in single days?
A: For most children, statutory leave must be taken in full weeks. However, you can take it in individual days if your child is disabled or if your employer agrees to a more flexible arrangement.

Q: Do I get paid for parental leave?
A: No. Statutory Parental Leave in the UK is unpaid. Some employers may offer enhanced paid schemes, so always check your contract.

Q: How much parental leave can I take in one year?
A: The statutory limit is 4 weeks per child per year. Any unused allowance rolls over to the next year, up to the total of 18 weeks per child.

Q: What happens to my job when I'm on parental leave?
A: You have the right to return to the same job after a block of parental leave. If you take 4 weeks or less, you must return to the same job. If you take more than 4 weeks, you should return to the same job, but if that is not practicable, you must be offered a suitable alternative role with similar terms and conditions.


Key Takeaways & Action Checklist

Before you make your request, ensure you have the following:

  1. Confirmed Eligibility: Child under 18 + 1 year of service + employee status.
  2. Checked Policy: Reviewed my contract for any enhanced company terms.
  3. Calculated Allowance: Know how many weeks I have left for my child.
  4. Planned Dates: Decided on a specific block of time (in whole weeks).
  5. Prepared Notice: Written my request email 21+ days in advance.
  6. Understood Rights: Aware my employer can postpone (but not refuse) with good reason.
  7. Considered Impact: Thought about a handover plan to discuss with my manager.

Need Further Advice? For complex situations or if you believe your rights are not being respected, consult ACAS (Advisory, Conciliation and Arbitration Service) for free guidance or speak to your trade union representative.


Last reviewed: 29/12/2025

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60 Second Solution

Step 1: Check You Qualify

You must:

  • Have a child under 18.
  • Be an employee with at least 1 year’s service at your company.
  • Have parental responsibility (e.g., on the birth certificate).

Step 2: Plan Your Leave

  • You get 18 weeks per child until they turn 18.
  • Normally taken in blocks of 1 week.
  • Max 4 weeks per year per child.

Step 3: Give Notice (Critical!)

  • Notify in writing (email is fine).
  • Give at least 21 days’ notice before start date.
  • Include exact start and end dates.

Step 4: Know Employer’s Response

  • They can’t refuse if you’re eligible.
  • They can postpone for business reasons, but must propose new dates within 6 months.

Step 5: Use This Email Template

Subject: Parental Leave Request

Dear [Manager],

I request [X] weeks of statutory unpaid parental leave for my child, [Name], from [Start] to [End].

I qualify as I have over 1 year’s service. Please confirm receipt.

Regards,
[Your Name]