Things you need to know

Maternity 

• 26 weeks ordinary maternity leave. 

• 26 weeks additional maternity leave. 

• Total of 52 weeks leave.

Statutory pay: 

90% of average weekly earnings for first six weeks. 

Following 33 weeks lowest amount of the 90% average weekly earnings or flat rate Statutory Maternity Pay (SMP). 

Occupational pay: 

20 weeks half pay plus SMP (except where the combination of these payments exceeds the normal full pay, when a reduction will be made to bring it back to this amount). 

If the pregnant employee is not returning to work or has asked to defer their 20 weeks half pay then they will only be paid SMP. If they have deferred their half pay and then subsequently return to work, the deferred pay will be paid to them in the normal way. 

Up to 10 paid keeping in touch days also available. 

Statutory pay:

The employee has been working for the organisation without a break in their employment for at least 26 weeks, ending with the qualifying week, which is the 15 week before the week the baby is due. 

Occupational pay:

No qualifying service but must return to work for a minimum period equivalent to 20 weeks on their original contract terms.  If they return to work on less hours than original contract, the 20 weeks will be extended to take this into account. 

Adoption 

Includes adoption from within the UK, overseas or via surrogacy. 

• 26 weeks ordinary adoption leave. 

• 26 weeks additional adoption leave. 

• Subject to official matching/official notification.

• Total of 52 week’s leave. 

Same pay as maternity. 

Statutory Adoption Pay (SAP) rather than SMP. 

Same as maternity. 

Paternity 

• 2 weeks in total. 

• Can be taken in blocks of one or two weeks within 52 weeks of birth/date of adoption. 

Normal pay.

Same maternity for childbirth.   

For adoption it is 26 weeks at the end of the week in which the adopter is notified of being matched for adoption (or received official notification for adoptions for overseas). 

Other criteria must be met. See the policy for more details. 

Right to request flexible working 

• No associated leave but right to request change to working time, working location and pattern of working.  

• Two requests can be made within a 12 month period. 

Salary pro-rated where applicable. 

Day one right to request. 

Parental leave 

• 18 week’s leave which must be taken before the child’s eighteenth birthday or the eighteenth anniversary of their placement for adoption. 

• Can be taken in one week blocks and up to a maximum of four weeks per child in one year. 

unpaid.

One year’s continuous service. 

Parental bereavement leave 

• Two weeks which can be taken in a single block or two separate blocks of one week. 

• To be taken within 56 weeks of the date of the death of the child. 

Normal pay. Pro-rata where applicable. 

None.

Carer’s leave 

• Up to one week’s leave in a 12-month rolling period which can be taken as a continuous block, full or half days. 

• Criteria applies to the definition of a ‘carer’ and ‘long-term care need’. More details can be found in the policy. 

Normal pay. Pro-rata where applicable. 

Day one right to request. 

Fertility 

For the purpose of receiving and recovering from fertility treatment. 

• Up to 5 days in a 12 month period. 

• Can be taken in one single block, full or half days. 

Normal pay.  Pro-rata where applicable.  

One year's service. 

Flexitime 

Policy currently under review and will be available soon 

• Allows for flexibility in working hours to plan journeys, assist with caring arrangements or personal appointments. 

Not applicable. 

Open to the majority of employees but is subject to job role.  Not based on length of service. 

Shared parental leave  

Eligible mothers, fathers, partners and adopters to choose how to share the care of their child during the first year of birth or adoption. 

• Up to 50 week’s leave during child’s first year in the family. 

Share up to 37 weeks of pay.  

Shared parental pay or 90% of average weekly earnings, whichever is lower. 

Work and pay criteria which are different depending on which parent wants to use the shared parental leave and pay – refer to the policy. 

Criteria is different for adoptive parents or parents using a surrogate – refer to the policy.