2026 Reward Changes: FAQs - Enhanced Paid Family Leave

General questions

1. What is changing?

For parents with an expected due date, birth date or adoption placement date, on or after 1 May 2026 paid Paternity/ Partner’s leave is increasing from 4 weeks to 12 weeks, and paid Maternity and Adoption leave is increasing from 18 to 22 weeks. This applies to all UCL staff, regardless of which PayScale they’re on, e.g. MRC, SoP, etc.

2. Will departments or divisions have to fund the extra paid family leave weeks?

No. Occupational Maternity, Adoption, Paternity and Shared Parental pay is funded centrally, and this will not change. The new additional paid weeks: 4 weeks for Maternity / Adoption and 8 weeks for Paternity / Partners will also be funded centrally.

For externally funded Research staff, Departments should check the funder’s terms and conditions to see whether the enhanced family leave costs can be charged to the grant. If this is unclear, they should contact Research and Innovation Services (RIS) for advice. If the costs cannot be met by the funder, they should be recharged to the central code.

Financial Assistance for Departments to Cover Parental Leave and backfill the absent employee, including externally funded research staff may be available. 

3. What about parents who become parents before 1 May 2026?

As with any change, a start date had to be determined for the go live date, which is 1 May 2026. However, we’ll phase in the enhanced paid leave entitlement for parents whose babies are due/ born during 1 March – 30 April 2026 or whose adoption placement date is between these two dates. This period is called the “transition period”, and parents may be entitled to additional transitional leave according to the following table.   Different arrangements will apply for those who have booked Shared Parental Leave and the Employment Policy Team will be in touch on this.

Transition leave

4. How does transition leave work?

A period of additional paid leave will be provided, based on the expected week of birth or placement, relative to the go‑live date.

5. How and when can I use my transition leave?

To give line managers’ time to plan, paternity/ partner’s transition leave can be taken between 3 – 12 months from the baby’s birth or child’s placement by normally giving the line manager at least 28 days’ notice.  Line managers may be able to accommodate you taking the transition leave earlier if there is no impact on business requirements.  Different arrangements will apply for those on or entering into the Shared Parental Leave Scheme. 

Maternity/adoption transition leave can be used at the end of the current Maternity/ Adoption leave period and after 52 weeks from birth/ placement, if necessary. Alternatively, the current maternity/ adoption leave return date can be curtailed, so that transition leave can be booked earlier. For example, you may wish to exchange the outstanding unpaid period of Maternity /Adoption leave for the paid transition leave by giving at least 28 days’ notice.    Any early return to work will still require 8 weeks' notice in writing. 

6. Do I need line manager approval to use my additional transition leave ?

To manage workload in your team, you and your manager should agree a suitable time to take your transition leave, and you’ll normally need to give at least 28 days’ notice to take the leave.

7. Can I use paternity/partner's transition leave earlier than 3 months if my manager agrees?

If your line manager assesses that there is no impact on business needs, they may exceptionally agree to this.

8. How does transition leave affect my pay and payslip?

Statutory pay (SMP/SAP/SPP) does not change, nor your Occupational maternity, paternity, adoption pay. Please see section below on how the changes may impact your shared parental pay. Transition leave is a paid leave allowance, just like your annual leave allowance, so no impact on your payslip.  Different arrangements may apply if you are entering the Shared Parental Leave scheme.

9. My due date or placement date is in the transition window, but my actual birth or placement is or was after 1 May - which entitlement applies?

The new entitlement will apply.  However, you will need to contact One Desk HR on 020 3108 7160 or your line manager so that this can be amended.  For paternity/ partner’s leave, the additional 8 weeks paid leave should be booked through the paternity application process.

10. If my baby arrives early or late, can my period of transition leave change?

Yes, if the change means a more generous number of transition leave, you’ll be entitled to that. Please refer to the Transition period table above and re-confirm your revised entitlement with your line manager. If your baby arrives early, you would still be entitled to the leave based on your due date which will be more generous.

11. Can paternity/partner's transition leave be split into blocks?

You can use your transition leave in one continuous block or two blocks.  Each block must be a minimum of one week.  

12. Does transitional leave change statutory pay (SMP/SAP/SPP)?

No. Statutory rules stay the same. Leave is additional and is processed separately.

13. How will I be told if I am entitled to the additional transition leave?

Based on the due dates notified when the original leave was booked, all staff affected will be emailed to confirm any additional leave and how to book it.  

Line managers will also be contacted, so that they are aware of how many weeks of transitional leave is due.

14. Is there a form to claim the transition leave?

No. You will need to book this leave on Inside UCL or MyHR. Please choose “Paid leave” for Time off type, and “Other” for Time off reason and enter “transitional leave” in the comment box.

15. If I want to update my transition leave based on the actual birth or placement date, what evidence do I need to provide?

You will need to provide the birth certificate, or a revised adoption placement letter.

16. Who do I contact for help?

Please raise a MyServices request and your query will be dealt by the most relevant team.

17. Do I get a different maternity/adoption transition allowance entitlement if I've opted for the half pay option?

No, the entitlement to transition leave doesn’t change

18. Do bank holidays and closure days accrue during transition leave weeks?

Yes, bank holidays/closure days accrue during transition leave weeks.

19. If both parents work at UCL, can both receive the transition leave?

Yes, eligibility is considered separately for each parent for their own leave type. Different arrangements may apply for those who have booked Shared Parental Leave.

20. Do multiple births/adoptions increase the period of leave?

No. The additional leave is not multiplied for multiple births/adoptions

Eligibility for the new enhanced paid family leave 

21. What determines eligibility for the new enhanced paid leave weeks?

If your due date, birth date or adoption placement date is on or after the go‑live date of 1 May 2026, then you’ll be eligible.

22. If I am now eligible for the new enhanced paid leave, will I get a new confirmation letter?

Yes. New applications will receive the updated confirmation letter with their new entitlement and staff who already gave notice with their due/ placement dates will receive a targeted message explaining whether they are getting transition leave.

23. When can the enhanced paid maternity/adoption or paternity/partner’s leave be taken?

The additional 4 weeks of enhanced paid maternity and adoption leave will be calculated automatically and added to your existing maternity leave, making a continuous block of 22 weeks on full pay.

A minimum of 6 weeks of paternity/partner leave will be taken immediately following the birth of the baby.  The remaining 6 weeks of paternity/partner leave may be taken as one or two separate blocks within the first 52 weeks following the birth or adoption and in a minimum of a one-week block, provided the father/partner is not entering into the Shared Parental Leave scheme.  All paternity/partner leave needs to be booked in the system via a paternity application form.

24. Can I change my dates of leave?

Maternity/ adoption leave return‑date changes normally require 8 weeks’ notice. However, where you are amending the date to exchange maternity/adoption leave for paid transition leave this will only require 28 days’ notice as long as the overall absence remains the same.

If you need to change the start or end date of your paternity/partner’s leave, this normally requires 28 days’ notice.

If you’re already on leave when the change is announced, in the first instance, contact your line manager, and you may be able to reduce/waive this with your line manager’s agreement.

Special circumstances may apply if you are planning on taking any shared parental leave (see section below).

25. If my child’s birth or placement date is earlier or later than expected, would this change my entitlement?

No, as long as your due date, birth date or adoption placement is  on or after 1 May 2026, you’ll be entitled to the new enhanced paid leave.

26. Do I need to do anything if I’ve already applied for the half pay option for my maternity or adoption pay?

No, you don’t need to do anything, as above, you’ll be placed on 11 weeks of full pay, followed by 22 weeks of half pay option, automatically.

27. Is there a minimum service requirement?

No. There is no length‑of‑service requirement for eligibility for the enhancement.

28. How does this work for adoption?

The same approach applies.

29. In a surrogacy arrangement, what date is used?

The baby’s date of birth (or the day after) is the trigger for the primary adopter’s leave.

30. I’m already on leave and can’t access the online form to notify I’ll return on a different date – what do I do?

Please contact One Desk HR on 020 3108 7160 or your line manager.

Shared Parental Leave (SPL)

31. How do these changes impact my current or considered Shared Parental Leave (SPL)?

Any staff who had planned / booked to take shared parental leave on or after the 1 March 2026 will be contacted by the HR Employment Policy Team to discuss their plans and how the enhanced paid leave may impact them.

Any staff who wish to consider taking shared parental leave in the future should contact the Employment Policy Team for a consultation in the usual way and in line with the Shared Parental Leave Policy.

Are there any other changes to UCL's Parental Leave Policies?

32. Unpaid Parental Leave

Ordinary parental leave, otherwise known as “unpaid parental leave”, will become a day one right. Previously under legislation and UCL’s policy, the employee must have worked for their employer for 1 year to be eligible. UCL’s policy has been updated to reflect this change.

33. Leave for Pregnancy Loss

UCL mothers will be entitled to 10 days paid leave in respect of a pregnancy loss before 24 weeks of pregnancy and fathers and partners will be entitled to 5 days paid leave. UCL’s Special Leave policy is being updated to reflect this. Staff wishing to book this leave should discuss the leave with their line manager and raise a leave request in MyHR, selecting “paid leave; pregnancy loss” as the absence reason.

If you have any questions on these FAQs please raise a MyServices request