Jeremy Doku's WC2026 Paternity Dilemma: What UK Employment Law Says About Your Rights

Manchester City winger Jérémy Doku sparked heated debate across football and employment circles this week after revealing he could leave Belgium's 2026 World Cup squad in July to witness the birth of his first child. His wife Shireen is due in the second week of July — the precise window when Belgium could be competing in the quarterfinals. "Nobody wants to miss the birth of their first child," Doku told reporters, adding that his family would come first.

The backlash that followed in Belgium and France was swift. But for UK employment lawyers, Doku's very public dilemma raises a far more universal question: what does the law actually say when work and a child's birth collide?

A New Era for UK Paternity Rights

Doku's situation arrives at a turning point in British employment law. Since 6 April 2026, UK workers now hold significantly stronger paternity entitlements under the Employment Rights Act 2025.

The most significant change: paternity leave is now a day-one right. Previously, employees needed 26 weeks of continuous service before they could claim statutory paternity leave. That qualifying period has been removed entirely. As the UK government stated when announcing the reforms, the changes are designed to give "millions of working families the security they deserve" — read the full announcement on GOV.UK.

For workers who recently changed jobs, are on fixed-term contracts, or work in sectors with high turnover, this is a landmark shift.

What You Are Entitled To

Under current UK law, eligible employees may take up to two weeks of statutory paternity leave, structured as:

• One continuous block of one or two weeks, or
• Two separate one-week blocks, used at different times

Both options are available within 52 weeks of the birth. Statutory Paternity Pay (SPP) is currently paid at £187.18 per week or 90% of your average weekly earnings (whichever is lower). Note that SPP still requires 26 weeks of continuous service — but the right to the leave itself does not.

Many employers offer enhanced paternity pay above the statutory minimum. If you are unsure what your contract includes, an employment solicitor can clarify your entitlements quickly.

Can Your Employer Say No?

This is the question most UK workers never think to ask — until the moment arrives. The short answer is no: once you have given proper notice and are eligible, your employer cannot refuse your statutory paternity leave.

The notice process matters. Employees are expected to notify their employer at least 15 weeks before the baby's expected due date, confirming when they intend to start leave. If the birth date shifts (as it often does), 28 days' revised notice is required where possible.

If your employer attempts to block your leave, reduces your pay, passes you over for promotion, or makes you redundant in circumstances connected to your paternity leave, this is unlawful. Detriment or dismissal related to paternity leave is automatically unfair under the Employment Rights Act.

New Rights for Bereaved Partners in 2026

A further reform effective from 6 April 2026 introduces Bereaved Partner's Paternity Leave: up to 52 weeks of unpaid leave for a surviving partner if the mother or primary adopter passes away. This is also a day-one right with no qualifying period — one of the most significant protections introduced in a generation.

5 UK Paternity Rights Every Worker Should Know

1. Day-one entitlement: You can claim paternity leave from the very first day in a new job — no qualifying period required.
2. Split leave is allowed: Two weeks need not be taken consecutively; schedule the second block whenever support is most needed, within 52 weeks.
3. No employer veto: A valid entitlement with proper notice cannot legally be refused.
4. Detriment protection is automatic: Any retaliation — demotion, dismissal, or a missed bonus — carries serious legal consequences for the employer.
5. Enhanced pay may apply: Many UK employers match full salary for at least one week; always check your contract.

When Professional Sport Is Different

In elite football, the employment relationship is governed by individual contracts and federation rules, not standard UK employment statutes. Doku's Belgium contract specifies his obligations during a major tournament. However, the Belgian federation has confirmed that Doku retains the right to make this personal decision — a recognition, even in sport's highest arena, of the same values now enshrined in British law.

Belgium's Leandro Trossard has faced similar scrutiny over contract clauses during this tournament — our earlier analysis of what WC2026 means for professional footballer contracts covers the broader professional picture.

When Should You Speak to an Employment Lawyer?

Paternity leave disputes are more common than most workers realise. Consider speaking to a legal expert if:

• Your employer is questioning your notice or eligibility ahead of a birth
• You have experienced any form of demotion or pay reduction after announcing your leave
• You are self-employed or on a zero-hours contract and unsure whether any entitlements apply
• You want to negotiate enhanced paternity terms before accepting a new role

This article provides general information about UK employment law and does not constitute legal advice. Paternity leave entitlements depend on individual circumstances. Always consult a qualified employment solicitor for guidance specific to your situation.

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