Northern Ireland makes parental bereavement pay day‑one

From Monday 6 April 2026, Northern Ireland switches on new protections for families after baby loss or the death of a child. You can take paid parental bereavement leave from your very first day in a new job, with miscarriage now included alongside stillbirth and the death of a child under 18. The Department for the Economy confirmed the start date and scope in a 24 March update. (economy-ni.gov.uk)

What this changes for you is clear: the old rule that asked for 26 weeks’ continuous service is gone. If you meet the weekly earnings threshold, you qualify from day one. The Department has set the 2026/27 threshold at £129 per week; this will be reviewed annually. These changes apply in Northern Ireland only. (economy-ni.gov.uk)

Miscarriage is now covered. The right applies to the woman who has experienced a miscarriage and, crucially, to the other parent or partner as defined in the regulations. Officials also stress that there is no requirement to provide medical evidence; a simple self‑declaration is enough, which reduces stress at a difficult time. (economy-ni.gov.uk)

There is a timing point to note. The miscarriage entitlement is not backdated: it applies where the miscarriage happens, or is discovered, on or after 6 April 2026. If you had a loss before that date, current parental bereavement rules continue to apply. HMRC’s February Employer Bulletin underlines that these NI changes apply to NI employees only. (gov.uk)

How earnings are checked has been updated so starters and people with irregular hours are not unfairly excluded. Employers look at normal weekly earnings over an 8‑week window. If your recent pay is missing or not typical because you just started, they can use “expected” earnings based on reasonable assumptions about your rate and hours. This is designed to make the right genuinely day‑one. (gov.uk)

What you’ll be paid is described simply in the law: statutory parental bereavement pay is calculated at 90% of your normal weekly earnings if you meet the weekly earnings threshold. Government also publishes the family‑leave pay rates each year every April, so check the current rate used by payroll. (gov.uk)

If you’re on variable hours, agency work or seasonal shifts, the new “expected earnings” route matters. It lets payroll build a fair picture using your contractual rate, typical hours and any known unpaid absences. HMRC’s bulletin explains that expected earnings can be used so no one loses out just because their pay in the look‑back weeks isn’t representative. (gov.uk)

There are technical updates in the background too. The Department’s regulatory package updates existing rules so the miscarriage criterion is embedded across the parental bereavement regulations, including for people working outside NI in certain circumstances. This ensures consistency for mariners and those whose employment is coordinated with UK social security. (economy-ni.gov.uk)

Your next practical steps as an employee are straightforward. Tell your employer as soon as you can, keep a note of the date of the bereavement, and be ready to give a short self‑declaration confirming you meet the criteria. You do not have to obtain medical evidence to access the right. (gov.uk)

For school leaders, HR teams and payroll staff, this is the checklist week. Update your policies to reflect day‑one entitlement, build a simple self‑declaration form, and make sure your payroll can calculate normal and expected earnings under the NI rules from 6 April 2026. HMRC’s Employer Bulletin flags these changes and the need to prepare. (gov.uk)

If you work in England, Scotland or Wales, note that this article covers Northern Ireland law. HMRC is explicit that the miscarriage addition and day‑one parental bereavement pay change apply to NI employees only from 6 April 2026. Other UK‑wide employment reforms begin this spring, but they are separate. (gov.uk)

Why this matters: the Department for the Economy estimates more than 9,000 people each year in Northern Ireland are affected by miscarriage. These rules are built to meet people with compassion and clarity at the point they need it, while giving schools, colleges and employers a clear process that learners and staff can trust. (economy-ni.gov.uk)