Local employers and businesses across Omagh and the wider Fermanagh and Omagh district should be aware of important new workplace rights now in effect.
From Monday 6 April 2026, the Department for the Economy has introduced significant changes to Parental Bereavement Leave and Pay in Northern Ireland.
These changes strengthen support for employees experiencing the loss of a child and, for the first time, extend rights to include miscarriage.
What Has Changed?
The updated legislation now applies to employees who experience:
- The death of a child under 18
- Stillbirth from 24 weeks of pregnancy
- Miscarriage, including both spontaneous loss and certain medical interventions
This marks a major shift, recognising miscarriage as a qualifying event for bereavement leave and pay.
New Right: Miscarriage Entitlement
Employees who experience a miscarriage, or who have a defined relationship to someone who has, are now entitled to:
- Parental Bereavement Leave
- Statutory Parental Bereavement Pay
This provides formal workplace support during what is often an extremely difficult and personal time.
Importantly, no medical evidence is required.
Instead, employees simply need to provide a written self-declaration confirming:
- Their name
- The date the miscarriage occurred, or was discovered
This approach is designed to reduce administrative burden and ensure access to support without additional stress.
Day-One Right to Bereavement Pay
One of the most significant changes is that Statutory Parental Bereavement Pay is now a day-one right.
This means:
- Employees are eligible from their first day of employment
- Previous service length and minimum earnings thresholds no longer apply
Employees can qualify based on actual or reasonably expected earnings, ensuring support is available immediately when needed.
Important Points for Employers
Businesses in Omagh should note:
- The new miscarriage entitlement only applies to losses occurring on or after 6 April 2026
- Cases before this date remain under previous rules
- The changes apply only to employees based in Northern Ireland
For employers operating across both Northern Ireland and Great Britain, this creates a clear distinction.
Policies, payroll systems and HR processes may need to be updated to ensure:
- Northern Ireland employees receive the correct entitlements
- Great Britain employees are not incorrectly included under these new provisions
What This Means for Local Businesses
For employers across Omagh, this is both a compliance issue and a cultural one.
These changes reflect a growing recognition of the realities employees face outside of work, and the importance of responding with compassion as well as clarity.
Businesses should take this opportunity to:
- Review internal HR policies
- Brief managers and payroll teams
- Ensure processes are aligned with Northern Ireland legislation
Supporting Your Workforce
At its core, this legislation is about ensuring employees are supported at one of the most difficult times in their lives.
For local businesses, getting this right is not just about meeting legal requirements, but about building a workplace culture that values people as well as productivity.
Guidance on Parental Bereavement Leave and Pay
nibusiness have published updated guidance on Parental Bereavement Leave and Pay to reflect the legislative changes that took effect on Monday 6 April 2026.
Where an employee’s child died or was stillborn before 6 April 2026, employers must continue to follow the previous rules – see Parental Bereavement Leave and Pay – claims before 6 April 2026.
Labour Relations Agency (LRA) webinar
The LRA has published a recorded webinar on the changes to Parental Bereavement Leave and Pay from 6 April 2026, designed to give employers clear legal understanding and practical, trauma‑informed guidance on supporting employees.
