Maternity leave and pay
All employees, regardless of how long they have worked for their employer, are entitled to maternity leave. Ordinary maternity leave (OML) lasts for 26 weeks, including 2 weeks of compulsory maternity leave which the employee must take. Certain notification requirements must be met in order to enjoy the right. If an employee qualifies for OML they will also qualify for additional maternity leave which lasts for a further 26 weeks.
An employee is not, unless their contract provides otherwise, entitled to their normal rate of pay during OML or AML and instead may be eligible for statutory maternity pay (SMP) for a period of 39 weeks in total. During the first 6 weeks of maternity leave the employee is entitled to the "earnings-related rate" which is 90% of her normal weekly earnings. For the remaining 33 weeks, the employee would receive the "prescribed rate" which is the lesser of 90% of her average earnings and £184.03 (the current SMP rate).
In addition to the above rights pregnant employees have the right to take paid time off to attend ante-natal care classes qualifying employees and workers are able to accompany the mother to some ante-natal care appointments. There is also the right to take adoption leave, in certain circumstances.
Paternity leave and pay
Paternity leave is available to employees with 26 weeks service either, for birth and surrogacy cases, ending with the week immediately prior to the 14th week before the child's expected week of childbirth ("EWC"); or, for adoption cases, ending with the week in which the child's adopter is notified they have been matched with a child.
For children whose EWC begins after 6 April 2024 and adopted children whose placement is on or after 6 April 2024, an employee may choose to take a single period of leave of either one or two weeks, or two non-consecutive period of leave of a week each. The leave must usually be taken between the date of birth of the child or the date of placement in adoption, and the 52 weeks after that date.
The employee may also be eligible to receive statutory paternity pay which is the lesser of 90% of their average weekly earnings and £184.03 (the current statutory paternity pay rate).
Parental leave
This allows employees to take unpaid time off from work to care for their child or make arrangements for the child's well-being. Parents can take up to 18 weeks (per child) off work, provided that the child is under 18. In addition the employee must have been working for their employer for at least a year before making a request to take parental leave.
The employee must give their employer at least 21 days notice of their wish to take parental leave. The statutory scheme only allows an employee to take leave in blocks of 1 week and up to a maximum of 4 weeks' parental leave can be taken in any one year. However, this default position can be amended by agreement between the employer and employee to allow the employee to take parental leave in blocks of less than a week. The employer is entitled to postpone the taking of leave for up to 6 months, where the employee's absence is likely to harm the business.
Adoption leave and pay
Adoption leave operates in much the same way as maternity leave and in the event that the conditions are met, an employee adopting a child will benefit from Statutory Adoption Pay. This is paid for 39 weeks.
Shared parental leave
Shared parental leave (SPL) is available to eligible parents where their baby was due to be born on or after 5 April 2015, or for parents of children who were due to be placed for adoption on or after 5 April 2015. This right is unrelated to and does not affect Parental leave (referred to above).
A mother or primary adopter is entitled to 52 weeks of maternity/adoption leave. SPL allows the mother or primary adopter to give notice to bring that leave to an end early and share what would have been the remainder of the maternity/adoption leave with the child's father or the mother's husband or civil partner or partner; or, in the case of adoption, the secondary adopter (the "other parent"). The mother's partner for these purposes is a person (whether of a different sex or the same sex) who lives with the mother and with the child in an enduring family relationship but is not the mother's child, parent, grandchild, grandparent, sibling, aunt, uncle, niece or nephew.
A mother must still take her two weeks compulsory maternity leave and the primary adopter must similarly take two weeks' adoption leave. The other parent who has caring responsibilities for the child is entitled to take their two weeks' ordinary paternity leave. However, the other parent must take their paternity leave prior to any SPL as otherwise they will lose their entitlement to paternity leave.
There are various qualification requirements and Shared parental pay is available. For further details see:-
Time off for dependents
Employees are able to take a reasonable amount of unpaid time off in the event of an emergency or if something unexpected occurs, such as if an employee's childcare falls through. All employees are entitled to this time off, regardless of how long they have worked for their employer. The situation must involve a dependent who, in addition to a child, may be the employee's spouse, civil partner, parent or a person living in the same household who is not their employee, tenant, lodger or boarder. If the employee was aware of the event in advance, they are not generally entitled to exercise this right.
Flexible working
The right to request flexible working is available to all employees.
From 6 April, the right to request flexible working becomes a day 1 right with no service requirement. Employees may make 2 flexible working requests in any 12-month period rather than 1 and requests must (in the absence of an agreed extension) be dealt with by the employer within 2 months of receipt rather than 3. Employees are also no longer required to explain the impact their request may have on the employer's business, and how that may be dealt with. Employers cannot refuse a request without first consulting with the employee.
Acas have produced a Code of Practice on handling in a reasonable manner requests to work flexibly. Employers should follow the Code as far as possible when dealing with flexible working requests as Employment Tribunals must take it into consideration when deciding whether a request was handled reasonably.
An employer may only refuse a request for one the following prescribed reasons:
- The burden of additional costs
- The detrimental effect on ability to meet customer demand
- The inability to re-organise work among existing staff
- The inability to recruit additional staff
- The detrimental impact on quality
- The detrimental impact on performance
- The insufficiency of work during the periods that the employee proposes to work
- Planned structural changes.
The main risk for employers is the possibility of a discrimination claim arising out of a refusal to grant a flexible working request.
Parental bereavement leave and pay
The Parental Bereavement (Pay and Leave) Act 2018 entitles employees who find themselves in the tragic situation of having lost a child under the age of 18 to have 2 weeks' bereavement leave and, for those with the necessary 26 weeks qualifying service, paid leave. The leave can be taken as one two week period, two separate periods of one week, or as one single week. The leave can start on or after the date of the death or still birth, and must finish within 56 weeks of the death or still birth.
Carer's leave
Carer's leave (without pay) is a flexible entitlement to one week's unpaid leave for employees providing or arranging care for a dependent with a long-term care need. This is a day 1 right with no need for qualifying service. The leave may be taken, subject to notice requirements, as half or full days up to and including a block of a whole week at once. Employers can postpone, but not refuse, a request for carer's leave, but any alternative dates must be no later than 1 month after the earliest date included in the original request. Employees are protected from detriment and dismissal because they take or seek to take carer's leave, or the employer believes they are likely to do so.
