A long-overdue review of the UK’s parental leave system

A long-overdue review of the UK’s parental leave and pay system is finally underway and not a moment too soon.

At Huntress, we work with office professionals at every stage of their careers, from entry-level placements to executive leadership roles and across permanent, temporary and contract positions. Through these conversations, we regularly hear how balancing work and family life can be challenging, especially for those in more flexible or non-traditional roles.

For many professionals, particularly in temporary or contract work, the idea of growing a family while maintaining financial stability can feel complex. The current parental leave system has grown over time but hasn't always kept pace with the changing nature of work and family life. That’s why this review marks such an important step forward.

The Government Has Launched a Full Review

On 1st July 2025, the government launched a Parental Leave and Pay Review to explore how the system can better “support working families, reflect the modern economy, and deliver on the government’s Plan for Change.”

This review will cover the entire suite of entitlements, including:

• Maternity and paternity leave/pay
• Shared parental leave
• Adoption leave/pay
• Bereavement leave
• Neonatal care leave
• Maternity Allowance
• A new (in-development) unpaid leave right for bereaved partners

Importantly, the review will also look at the overall structure, which, as the government admits, “has created a complex framework of employment and social security legislation - with parental leave and pay entitlements that were never designed to operate as a single system.”

What the Review Is Really About

The government is using this review to test a set of new objectives, ones that actually reflect the realities of working life in 2025. These include:

• “Supporting economic growth by enabling more parents to stay in work and advance in their careers after starting a family.”
• “Giving mothers sufficient time away from work with an appropriate level of pay to support their health and recovery.”
• “Improving fairness between different types of parents and different employment statuses.”

The review will also examine how current entitlements are helping or hindering these goals and where new solutions are needed.

Why This Matters to Recruiters (and Everyone Else)

At Huntress, we do more than fill roles, we support professionals through some of life’s biggest transitions. And while every journey is different, we often speak to candidates who are navigating work and family responsibilities without the flexibility or support they need.

This can lead to:

• Highly skilled individuals stepping away from the workforce 
• Parents accepting roles that don’t reflect their experience or potential
• Increased stress and financial pressure due to limited leave options

These challenges don’t just affect individuals, they impact businesses, industries and the wider economy. As the government puts it:

“Family life has changed radically since the 1970s… It’s time to consider a system that delivers for working families more widely.”

What Needs to Change?

As this review unfolds, there’s a real opportunity to shape a parental leave system that works for today’s workforce, in all its diversity. A refreshed framework could:

• Better reflect modern family structures: including single parents, same-sex couples, adopters, and parental order families
• Support all types of employment: not just those in permanent, salaried roles
• Help both parents play an active role in caregiving, without added financial strain
• Create a more level playing field for women in the workplace
• Offer clearer guidance, because the current setup can be confusing for parents and employers

The government has said it will explore ways of “shifting social and gender norms” and “reducing the gender pay gap”, important goals that could bring positive change for families and businesses alike.

Final Thoughts

This review has the potential to bring the UK’s parental leave and pay system closer in line with the realities of modern family life and work.

As working patterns evolve, so do expectations, both from professionals and from employers. Flexibility, clarity, and inclusivity aren't just “nice to have” anymore… they’re becoming essentials.

We’ll be following the progress of this review closely and we hope it leads to practical improvements that support a wider range of families, regardless of job type, income, or background. Because a parental leave system that works for everyone isn’t just good policy, it’s good business, too.

Have your say: The government’s call for evidence is open until 26 August 2025. You can read and respond to the consultation on GOV.UK.

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