Another example: Say you take 12 weeks of maternity leave but decide to share the remaining 40 weeks, staggering the leave so that one of you is always home while the other works. You both take turns staying at home in week blocks with periods of work in between. In other words, you have both taken your leave in two blocks each. To be eligible, both parents must already share responsibility for caring for the child at birth, and the parent taking the shared leave must also meet the work and pay criteria.
Criteria for shared parental leave relates to things like average earnings, employment status, and time spent working. These are in addition to the 10 days available to you during your maternity leave.
There may be many times when you would like to take some unpaid leave to care for your child. For example, to spend more time with your child, or to take a week off to look into childcare options or visit potential schools. In this case, in addition to statutory maternity leave, you may be entitled to 18 weeks of unpaid parental leave per child. This is a great option for all those instances when you need a little time off work as you raise your child.
For example, you could take one week off in March, then take three weeks off in October. This leave applies to your child, so if you change jobs the amount of unpaid parental leave you have left carries over. Before your baby is born, your partner may be able to go on up to two blocks of 6. Once your baby is born, your partner including same-sex partners or the father of the baby may be eligible for one or two weeks of paid paternity leave so he or she can care for your baby. Read more about paid paternity leave.
You might also like to consider opting for Shared Parental Leave with your partner. Besides this, your company may offer additional maternity benefits.
There are some differences, though:. You must show your employer proof of the adoption or surrogacy, not proof of birth. Only one parent is eligible for adoption leave and pay even in the case of same-sex couples ; the other may be able to get paternity leave, paternity pay, or shared parental leave and pay. If you are adopting from within the United Kingdom, leave can start up to 14 days before your child starts living with you. The small differences mainly relate to extra time off for adoption appointments, the notice periods and required documentation.
Many mums wonder how much time to spend at home with their baby, and when to go back to work. SMP is paid in the same way as your wages for example monthly or weekly. Tax and National Insurance will be deducted. Use the maternity pay calculator to work out how much you could get.
SMP usually starts when you take your maternity leave. Check what you need to do. To help us improve GOV.
This could include parent craft or relaxation classes. While attending their antenatal appointment, they have the right to be paid their normal hourly rate for time off necessary to attend the antenatal appointment. While the employee is away, you may have to resort to hiring a temporary worker to undertake her work.
However, if an employee returns during the first 26 weeks, the employee is entitled to return to the job they held before they commenced their maternity leave — same job, same terms and same conditions. If the employee returns between 26 and 52 weeks, they have the right to their previous job.
However, this may not always be reasonably practicable. For example, you may have restructured the business while they were on maternity leave and their job now no longer exists. If you cannot offer them their previous job, you will need to offer them a suitable similar job, which must have the same or equivalent terms and conditions. Remember, it will not be considered a good business reason if you do not reinstate the employee just because you think the temporary worker is better and you wish keep them in post.
There sometimes seems to be a misconception that new mothers have an automatic right to demand that they work part time or have their hours reduced once they return to work.
In fact, there is a right to request flexible working , but there is no automatic right to be granted flexible working. It is also not just reserved for new mothers — all employees who have a minimum of 26 weeks of continuous service with their employer and have not made an application for flexible working during the last 12 months can ask for flexible working.
Employers have a duty to consider the request in a reasonable way and can only refuse for a clear business reason, for example, an inability to reorganise work amongst existing staff. Your General Risk Assessment needs to identify if there are any particular risks to female employees of childbearing age, and new and expectant mothers.
This could mean you have to vary their hours or change their working conditions, offer them alternative jobs or suspend them with pay. Introduced in , employees may be eligible for Shared Parental Leave SPL , which gives new parents more flexible options when deciding who will take time off to care for the baby. An eligible mother can end her maternity leave early and share up to 50 weeks of the remaining leave entitlement with the father of the baby or her partner.
Despite what many people believe, it is possible to make pregnant employees or those on maternity leave redundant, but as expected, the law does provide extra protections. Don't include any personal or financial information, for example National Insurance, credit card numbers, or phone numbers. The nidirect privacy notice applies to any information you send on this feedback form.
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