Do Foster Carers Get Maternity or Paternity Leave? (UK, 2025)

Short answer: for most standard fostering placements, there’s no statutory maternity or paternity leave. The big exception is Fostering for Adoption (sometimes called concurrency). If you’re approved as a prospective adopter and a child is placed with you under a fostering-for-adoption arrangement, you’re treated like adopters for employment-law purposes—so you can take Statutory Adoption Leave (up to 52 weeks) and your partner may be eligible for Statutory Paternity Leave. Outside that scenario, foster carers who also hold a job usually rely on time off for dependants (emergencies), the new one-week Carer’s Leave, and flexible working—plus any extra support their employer offers through a Fostering Friendly policy.

Why standard fostering doesn’t trigger maternity/paternity leave

UK maternity and paternity leave laws are tied to birth or legal adoption. In a typical foster placement, you’re caring for a child who remains under the local authority’s parental responsibility, so the statutory birth/adoption leave framework doesn’t apply. That’s why the government’s own rules on unpaid parental leave explicitly exclude foster parents unless they’ve secured parental responsibility through the courts (for example, by becoming a special guardian).

Put simply: ordinary fostering ≠ statutory maternity/paternity rights. You’re still absolutely entitled to support and breaks via your fostering service, but the employment-law entitlements you may have seen colleagues use after a birth or adoption don’t automatically carry across.

The exception: Fostering for Adoption (FFA)

If you’re approved as a prospective adopter and the child is placed with you under Fostering for Adoption, you qualify for Statutory Adoption Leave and Pay under the same rules as adopters. Key points:

• When leave can start: on the placement date or up to 14 days before an expected placement.
• How long: up to 52 weeks of adoption leave; adoption pay is subject to the usual eligibility tests.
• Proof: employers can ask for evidence like a matching certificate or agency letter showing placement and match dates.
• KIT days: you can work up to 10 “keeping in touch” days during adoption leave by agreement.
• Shared Parental Leave (SPL): the primary adopter can end adoption leave early and convert untaken weeks to SPL, sharing them with a partner.

What about the partner?

If you’re adopting as a couple, only one of you takes adoption leave; the other may take Statutory Paternity Leave/Pay (subject to the usual 26-week service test and other criteria). For UK adoptions this is tied to the week of matching.

Names matter: Foster-to-adopt / Fostering for Adoption is the only fostering route that unlocks these adoption-style rights. You do not get Statutory Adoption Leave if you’re a special guardian or kinship carer; government guidance lists those as exceptions.

If you foster and have a job (non-FFA): what you can use instead

Most foster carers also juggle employment. Even though maternity/paternity rights don’t apply to standard fostering, you still have several statutory tools:

1) Time off for dependants (emergency leave)

All employees have the right to take reasonable unpaid time off for unforeseen emergencies involving a dependant—e.g., a child suddenly falls ill, school closes unexpectedly, a care arrangement breaks down. You should inform your employer as soon as you can; there’s no set cap because it depends on the situation.

2) Carer’s Leave (new)

From 6 April 2024, employees have a day-one right to up to one week of unpaid Carer’s Leave per year to provide or arrange care for a dependant with a long-term care need. It can be taken in half-days, full days, or a block. If your foster child has a long-term care need, this can be highly practical for planned appointments and reviews.

3) Flexible working (day-one right to request)

Since April 2024, the right to request flexible working applies from day one. You can ask to change hours, days, start/finish times, or location (for example, compressed hours around contact schedules, or working from home on review-meeting days). Employers must consider requests within two months and can only refuse for specified business reasons.

4) Unpaid parental leave (usually not available to foster carers)

Unpaid parental leave (up to 18 weeks per child up to age 18) requires parental responsibility or being named on a birth/adoption certificate. GOV.UK explicitly states you’re not eligible as a foster parent unless you have PR through the courts (for example, after an SGO).

Employer policies that go further (Fostering Friendly)

Plenty of employers now adopt a Fostering Friendly policy—an initiative led by The Fostering Network—offering paid time off for foster-related commitments (training, assessments, introductions/settling-in), plus flexible working. Some councils and companies offer a minimum of five days’ paid leave for this purpose. If your employer hasn’t joined yet, the scheme is free to implement and comes with a template policy.

Tip: When you speak to HR, take a one-page request that:

• sets out the placement context (e.g., age, expected contact pattern),
• lists the dates/times you’ll need for mandatory training, panels, and introductions, and
• references Fostering Friendly so they can adopt a standard policy quickly.

“But fostering is my main work—why isn’t there maternity leave from that?”

From a tax perspective, foster carers are generally treated as self-employed and use Qualifying Care Relief (QCR). Because there’s no employer in the traditional sense, there’s no statutory maternity or paternity “leave” from fostering itself. Your support comes via allowances/fees, respite, support groups, supervision and training through your fostering service—not through employment-law leave entitlements.

Common scenarios (with the best route to time off)

A) You’re a foster carer (non-FFA) and employed full-time

• Use time off for dependants for emergencies (unpaid), Carer’s Leave for planned long-term-care needs, plus flexible working to fit school runs/contact around your job. Book annual leave for longer, planned periods.

B) You’re approved for Fostering for Adoption

• Claim Statutory Adoption Leave (up to 52 weeks). Your partner may claim paternity leave. Decide if you’ll switch some weeks into Shared Parental Leave. Agree any KIT days and keep your manager updated on reviews and court timescales.

C) You’re a kinship carer with Special Guardianship Order (SGO)

• Adoption leave doesn’t apply to SGOs or kinship care (government lists these as exceptions). If you have parental responsibility, you may qualify for unpaid parental leave via your employer’s process, alongside Carer’s Leave and flexible working.

How to talk to your employer

1. Choose the right label: If you’re FFA, say so—use the language “fostering to adopt”; it’s what unlocks adoption and paternity entitlements.
2. Point to policy: Share the Fostering Friendly model policy and ask if they’ll sign up; many organisations already have.
3. Make a plan: Propose flexible hours, work-from-home windows for meetings, and a rota for known contact times. Quote the day-one right to request flexible working (and the two-month decision deadline).
4. Use the right leave for the right need: Emergencies → dependants leave; planned long-term care → Carer’s Leave; adoption pathway → Adoption/Paternity/SPL.

Quick checklist

• Standard fostering? No statutory maternity/paternity leave. Use dependants leave, Carer’s Leave, and flexible working; ask about a Fostering Friendly policy.
• Fostering for Adoption? You can take Statutory Adoption Leave/Pay; your partner may take paternity leave; consider Shared Parental Leave.
• Kinship/SGO? No adoption leave; parental responsibility may unlock unpaid parental leave; Carer’s Leave and flexible working still apply.
• Fostering finances: You’re treated as self-employed for tax and can often use Qualifying Care Relief; these tax rules don’t create employment-law leave rights.

FAQs

Can I take unpaid parental leave for my foster child?
Not unless you have parental responsibility—GOV.UK’s eligibility rules specifically exclude foster parents without PR.

If I’m fostering a newborn, do I get maternity leave?
No—unless it’s an FFA placement and you’re a prospective adopter, in which case adoption (not maternity) leave applies.

My employer is supportive—what should we set up?
Ask them to adopt the Fostering Friendly policy (typically paid time off for training/introductions and clear flexibility).

Do I have to wait 26 weeks before I can request flexible working?
No. Since 6 April 2024, you have a day-one right to request; employers must decide within two months.

Bottom line

• No: standard fostering doesn’t trigger maternity or paternity leave.
• Yes: Fostering for Adoption placements do unlock adoption and paternity rights.
• Also yes: whatever your placement type, you can (and should) use time off for dependants, Carer’s Leave, and flexible working—and push for a Fostering Friendly policy at work.