Here are a few questions you need to think about when dealing with such matters:
- What is your policy and procedure for Maternity Leave?
- Do you allow your female employees up to 52 weeks for maternity leave even though SMP is only for 39 weeks?
- How do you ensure that you respond in good time to an employee’s request for maternity leave?
- What is the correct amount of notice an employee must give if she wishes to return to work before the end of her maternity leave?
- What are the health and safety considerations for pregnant employees?
- Do contractual benefits continue throughout part or all of the employee’s maternity leave period?
- What are K-I-T days and how do these affect employees’ entitlement to Statutory Maternity Pay?
- What are the practical issues for managers when the employee returns?
Paternity Leave was introduced in 2003. Additional paternity leave came into force in April 2010.
Here are a few questions to consider:
- Does your company have a Paternity Policy and Procedure?
- Do you ensure that same sex partners are aware of their right to take paternity leave?
- Are your employees entitled to take paternity leave for antenatal appointments?
- If you have an employee on a fixed term contract, do you have to allow them to take paternity leave?
- Do you and your employees understand Additional Paternity Leave?
- How does APP (Additional Paternity Pay) work during the Additional Paternity Leave?
Family and maternity rights are among the most important provisions of employment law. Adoption leave rights are broadly comparable to maternity leave rights. The Employment Act 2002 introduced a new statutory right for employees to take time off work to care for a child who has been newly placed with them for adoption.
Here are a few points you need to think about:
- Do you have an Adoption Leave policy and procedure?
- How much leave are eligible employees entitled to?
- When can an employee start their leave?
- Who qualifies for Statutory Adoption Pay and at what rate is it paid?
- Is there a difference in the notification and qualifying period if the employee is adopting from abroad rather than the UK?
Often an objective, experienced third party can assess the answers to these and other questions more effectively. As HR professionals, we can help you to manage the process correctly on an individual case-by-case basis to ensure that you comply with your obligations.
For further information, please contact us on 01606 333677