Hello lovely antenatal educators, doulas and birth-workers – Tina here with a bit of a rallying cry (with a wink) for something that might sound a little less sexy than birthing pools or birth-hormone dominoes, but is just as important: teaching expectant parents about their right to unpaid parental leave in the UK.
Why this matters (because yes, you absolutely need to bring this into your sessions)
Parenting is hard. Working parenthood? That’s a whole extra level of “what have I signed up for”. Lots of expectant parents panic about the juggle: “When do I go back? What if I’m exhausted? What if I realise I need time off but can’t quit the job?” This is where the sometimes-overlooked option of unpaid parental leave comes into the spotlight.
According to the UK Government guidance on unpaid parental leave, eligible employees are entitled to up to 18 weeks’ leave for each child (unpaid) until the child’s 18th birthday, with a maximum of 4 weeks per year for each child (unless the employer agrees otherwise). GOV.UK
What does that mean, in plain beautifully chaotic birth-world terms?
- If the parent can afford some unpaid time, they don’t have to feel “I must quit / resign” if things get too much.
- They get breathing space, a reset, a “gear down” time (instead of a full stop).
- It helps them explore what their new life will look like: working parent, baby, juggling partner, baby whisperer… all of it.
- It gives them a bit of mental and emotional head-space (and we know how important that is) to realign and come back to work as themselves (not just the wobbly tired parent version).
Why we should bring it into antenatal education
- Empowerment – Expectant parents often know about maternity leave or adoption leave, but not about this lesser-known chunk. Knowledge = power.
- Realistic planning – We talk about birth plans, feeding plans… why not the “return to work” / “time off” plan too? Educators who dig into this give parents more options, more control.
- Mental health & wellbeing – Transitioning to being a working parent is massive. Having an unpaid leave option gives them a buffer (a “pause” rather than a plunge).
- Prevention of regret – So many people say afterwards: “I wish I’d stayed a bit longer before heading back”. If they know the option, they might just do so.
- Inclusivity of voices – Doulas, midwives, antenatal teachers: you’re already supporting the “whole person”, not just the baby-in-the-birthing-pool. This extends that support.
What you can say when you teach this
- “Have you heard about unpaid parental leave? Don’t cross your eyes and gloss over it—it’s worth a thought.”
- “Imagine you get to say: ‘I’m taking a few weeks/months unpaid, so I don’t rush back into work while still finding my feet.’”
- “Yes, finances matter (we know that). But if it is viable (even partially), this is a tool in your toolkit—not a forced path.”
- “It doesn’t have to be all or nothing. You might take a week here, a week there; you might delay going back; you might test the waters.”
- “Encourage them: look at their work contract, talk to HR, check eligibility. Knowledge is your super-birth-cape.”
Some nudges for you (because you’re fabulous and worth it)
- In your session slides/printables: Include a one-pager on “Rights for working parents: unpaid parental leave” with bullet-points.
- Add a short case-study or prompt: “What would it look like for you to take 4 weeks unpaid after the baby arrives? How might it help your stress levels?”
- Suggest they chat with their employer early: “Hey, just so you know, you’re thinking of this option…” Pre-emptive conversation helps.
- Make it part of the “return to work” discussion rather than tucking it in at the very end. Give it equal spotlight.
- Reassure: it’s not quitting. It can be a strategic pause, a reset. That narrative helps shift mindset.
Final encouragement
You’re in this vital role of supporting families not just through labour and birth, but beyond. By weaving in the conversation about unpaid parental leave, you’re helping give expectant parents more choice, more time, more kindness to themselves.
They’re going to need resilience, flexibility, gentle strategy—why not start with knowing the options early? And yes, maybe you’ll hear some “Oh, I never knew that” moments. Those are gold. Those mean you’re doing your job with heart.
I have created a handout for you that you can use in your UK-based classes. You can download it here: