How can employers support employees through adoption?

2 days ago

5 min read

National Adoption Week, takes place from 19–25 October 2026 and is there to raise awareness of adoption and recognise the support children and adoptive families may need as they build their lives together. This year’s theme highlights the importance of everyday moments in helping children feel safe, secure and part of a family. For employers, it is also a reminder that supporting adoptive parents involves more than simply arranging time away from work. From understanding adoption leave legislation to creating a supportive workplace culture, employers can make a meaningful difference to employees navigating this important life change.

What is National Adoption Week?

National Adoption Week raises awareness of adoption, celebrates adoptive families and encourages more people to consider whether adoption could be right for them. The 2026 campaign, Every Day is Everything, focuses on the ordinary moments that help children feel a sense of belonging. You can find out more about this year’s campaign here - https://www.youcanadopt.co.uk/campaign/national-adoption-week-2026/

For employers, the week provides an opportunity to review how adoption is recognised within workplace policies and whether employees feel able to discuss their circumstances and access the support available to them.

What are employees entitled to when adopting a child?

Understanding the legal requirements is an essential starting point for employers. Adoption leave and adoption pay have different eligibility rules, so it is important to distinguish between the two.

1. Statutory Adoption Leave

Eligible employees can take up to 52 weeks of Statutory Adoption Leave, made up of 26 weeks of Ordinary Adoption Leave and 26 weeks of Additional Adoption Leave. Eligible employees have the right to adoption leave from their first day of employment, provided they meet the relevant conditions, including being matched with a child through an adoption agency and giving the correct notice. For UK adoptions, leave can generally begin on the date the child is placed with the employee or up to 14 days before the expected placement date.

Employers can read the full eligibility criteria and rules here - https://www.gov.uk/adoption-pay-leave

2. Statutory Adoption Pay

Statutory Adoption Pay has separate eligibility requirements. These generally include having at least 26 weeks of continuous employment by the relevant matching week and meeting the minimum average earnings threshold, as well as providing the required notice and evidence.

For eligible employees, statutory pay is available for up to 39 weeks:

First six weeks: 90% of average weekly earnings before tax.
Following 33 weeks: £194.32 per week or 90% of average weekly earnings, whichever is lower.
Remaining adoption leave: unpaid, unless the employer offers enhanced contractual pay.

These are the statutory rates for the 2026/27 tax year. Employers should check the latest guidance when calculating entitlement, as rates and eligibility conditions can change.

The GOV.UK employer guide to Statutory Adoption Pay and Leave explains the requirements in more detail.

3. Time off for adoption appointments

Eligible employees who are adopting through an agency also have rights to time off for certain adoption appointments after being matched with a child. The employee taking adoption leave can take paid time off for up to five appointments. Their partner may be entitled to unpaid time off for up to two appointments. Employers should make sure managers understand these entitlements and know how requests should be handled. For further details, see Acas guidance on adoption leave, pay and other rights.

How can employers support adoptive parents?

Meeting statutory requirements is essential, but supportive employers should also consider the experience of the employee throughout the adoption journey.

1. Make your adoption policy clear

Your policies should explain the leave and pay available, how employees should notify the business, what evidence may be required and who they can speak to with questions. If you offer enhanced adoption pay or additional benefits, make sure these are clearly documented and applied consistently. It is also worth reviewing related policies, including paternity leave, shared parental leave, flexible working and returning to work after family leave.

2. Communicate with sensitivity and respect

Adoption journeys can involve a range of emotions, practical arrangements and uncertainty. Employees may not want to share every detail with colleagues or managers, and they should not feel pressured to do so. Managers should handle conversations sensitively, respect confidentiality and focus on the information needed to support the employee and plan work appropriately. An early conversation, where the employee is comfortable having one, can help both parties discuss likely dates, workload and any practical support required.

3. Plan for adoption leave and the employee’s return

As with any extended period of leave, planning ahead can help minimise disruption for the employee and the wider team. Consider how responsibilities will be covered, how the employee can keep in touch if they wish, and how their return to work will be managed. Employees on adoption leave continue to have important employment rights, including holiday accrual and protection of their employment rights. Eligible employees can also agree to work up to 10 Keeping in Touch (KIT) days during adoption leave without bringing their leave to an end.

4. Consider flexibility and ongoing support

The transition to family life does not necessarily end when adoption leave finishes. Employees may need time to establish new routines, attend appointments or manage changing family responsibilities. Depending on the circumstances, it may be helpful to discuss flexible working, temporary adjustments to working arrangements or other support available through your organisation. Employees have a day-one right to request flexible working, although this is a right to request rather than an automatic right to have a request approved. Employers must follow the applicable process when considering requests.

Acas provides practical advice on making and responding to flexible working requests

Adoption should be recognised fairly within workplace policies, communications and employee benefits. Avoid assumptions about what an adoptive family looks like or what support every employee will need. Managers should be equipped to respond to individual circumstances rather than relying on a one-size-fits-all approach. A workplace where employees feel respected and supported can help people feel more confident about discussing their needs and accessing their entitlements.

An employer checklist

Use National Adoption Week as an opportunity to check that your organisation is prepared to support employees who are adopting.

Review your adoption leave and pay policies against current legislation.
Make sure managers understand adoption appointment entitlements and notification requirements.
Check that employees know where to find confidential HR advice.
Plan for leave, handovers and return-to-work conversations.
Review whether flexible working and other family-friendly policies are communicated clearly.
Ensure adoptive parents are treated fairly and consistently.

Supporting families starts with understanding

National Adoption Week is a reminder that building a family can involve significant change, and that the everyday support people receive can make a real difference. For employers, the starting point is understanding the law, communicating clearly and creating a culture where employees feel comfortable accessing the support available to them.