(ShPP), followed by 18 weeks half pay plus ShPP. 15.108 Employment as a doctor in training in a general practice setting in accordance with the provisions of the Trainee Practitioner Scheme, shall not be regarded as a break in service and shall count as service. NHS Worker Shared Parental Leave. 15.33 Where an employee is pregnant or has recently given birth or is breastfeeding, the employer must carry out a risk assessment of their working conditions. The eligibility criteria are 12 months of qualifying service (continuous service with one or more NHS employers) and parental responsibility for a child (aged under 14 for paid leave and under 18 for unpaid). 15.30 Where an employee’s baby is born before the 11th week before the expected week of childbirth and the baby is in hospital, the employee may split their maternity leave entitlement, taking a minimum period of two weeks’ leave immediately after childbirth and the rest of their leave following their baby’s discharge from hospital. 15.56 An employee is not entitled to withdraw a notice for a single continuous block of leave but may do so with the employer’s express permission. In instances where the employee specifies no date, leave will commence on the start date of the first period of discontinuous leave that was originally applied for. 15.106 For the purposes of calculating whether the employee meets the qualification set out in paragraph 15.14, 15.15 or 15.17 to have had 12 months of continuous service with one or more NHS employers, NHS employers include health authorities, NHS boards, NHS trusts, and the Northern Ireland Health Service and are set out in Annex 1. 15.39 Full pay will be calculated using the average weekly earnings rules used for calculating Statutory Adoption Pay entitlements, subject to the following qualifications: i) in the event of a pay award or move to a higher pay point being implemented before the paid adoption leave period begins, the adoption pay should be calculated as though the pay award or new pay point had effect throughout the entire Statutory Adoption Pay calculation period. 15.1 All employees will have the right to take 52 weeks of maternity and / or adoption leave, or up to 52 weeks of shared parental leave (minus any maternity or adoption leave taken). South Central Ambulance Service NHS Foundation Trust Unit 7 & 8, Talisman Business Centre, Talisman Road, Bicester, Oxfordshire, OX26 6HR Maternity, Paternity, Adoption & Shared Parental Leave 2019 28 COMMENCEMENT OF MATERNITY SUPPORT (PATERNITY) LEAVE 11 15.9 Paragraphs 15.106 to 15.109 define the service that can be counted towards the 12-month continuous service qualification required for maternity, adoption and shared parental leave and pay and which breaks in service maybe disregarded for this purpose. The service will receive further communication about these in due course. Ensures all employees understand the procedure for accessing maternity, maternity support (paternity), shared parental leave, adoption or parental ... same or other NHS employer for at least three months. 15.27 Where an employee’s baby is born alive prematurely, the employee will be entitled to the same amount of maternity leave and pay as if their baby was born at full term. Blogs from experts on the latest workforce thinking. If it is found, or a medical practitioner considers, that an employee or the child would be at risk were they to continue with their normal duties, the employer should provide suitable alternative work for which the employee will receive their normal rate of pay. However, this may be extended by local agreement in exceptional circumstances. 7.1.5. We use cookies to give you the best experience on our website. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get … 15.11 Paragraph 15.117 explains how to get further information about employees’ statutory entitlements. In cases where the employer considers that to enforce this provision would cause undue hardship or distress, the employer will have the discretion to waive their rights to recovery. HM Revenue & Customs . 15.72 Work can be consecutive or not and can include training or other activities which enable the employee to keep in touch with the workplace. The review will look at the requested pattern of leave and discuss possible alternatives. The employee will return to work on different hours, in the same job. iii) they notify their employer in writing before the end of the week in which they are notified of being matched with a child for adoption, or by the 15th week before the baby’s due date if applying via a surrogacy arrangement: (a) of their intention to take adoption leave; 15.16 Shared parental leave and pay can be taken at any time within one year from the birth or placement for adoption, providing two weeks’ compulsory maternity or adoption leave has been taken first. Shared Parental Leave enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. 15.61 Where an employee intends to return to work after a period of shared parental leave, the maximum joint entitlement of an eligible couple to occupational shared parental pay will be as set out below. 15.2 Employees can choose to end their maternity or adoption leave to access shared parental leave. Full pay is inclusive of any ShPP. Antenatal care includes relaxation and parent-craft classes as well as appointments for antenatal care. to legislation governing maternity, paternity, adoption, shared parental or surrogacy leave. 15.42 Should the adoption break down (“Be disrupted”) the employee will be entitled to continue their adoption leave and receive the appropriate payment for that time. Shared Parental Leave (SPL) enables eligible parents whose babies are due, or who will adopt a child, to choose how to share the care of their child during the first year of birth or adoption, providing parents with additional flexibility. 15.89 Where an employee does not have enough statutory continuity of service to access statutory maternity /adoption / shared parental pay as a result of being required as part of their training programme to work in a Crown Dependency, and they would have had sufficient statutory continuous service to access statutory maternity pay, statutory adoption pay, or statutory shared parental pay had they not been required to work in a Crown Dependency, the employee shall be paid, by their current employer, the value of statutory maternity / adoption / shared parental pay they would have otherwise received if their statutory continuity had not been broken by working in a Crown Dependency. ii) they have 12 months’ continuous service (see paragraphs 15.106 to 15.109) with one or more NHS employers by either: a) the beginning of the week in which they are notified of being matched with a child for adoption; or. 15.18 If the employee subsequently wants to change the date from which they wish their leave to start, they should notify their employer at least 28 days beforehand (or, if this is not possible, as soon as is reasonably practicable beforehand). 15.107 Employers may at their discretion extend the period specified in paragraph 15.106. 15.116 Employees who are not eligible for the two weeks of pay during their new parent support leave may still be entitled to statutory paternity pay subject to meeting the qualifying conditions described in the relevant legislation. If a KIT /SPLiT day is worked in the full pay period, the employer will make arrangements to ensure the employee receives a day of paid leave in lieu once the employee has returned to work. 15.90 During maternity leave (both paid and unpaid) an employee retains all of their contractual rights, except remuneration. The following breaks in service will be disregarded (but do not count as service), i) a break in service of three months or less will be disregarded. To ensure compliance with Workplace (Health, Safety and Welfare) Regulations 1992 employers must provide suitable rest facilities for workers who are pregnant or breastfeeding. This will enable employees on shared parental leave to work either continuously or on odd days without bringing an end to their shared parental leave and pay. This must be done within 28 days of receipt of the official notification; 15.44 In order to access enhanced shared parental leave employees will be required to complete the appropriate forms produced by ACAS and available on the Government website (https://www.gov.uk/shared-parental-leave-and-pay/applying-for-leave-and-pay). Tuesday, December 11, 2018. Shared parental leave was introduced in 2015, a new form of leave which sought to mitigate the rigidity of maternity and paternity leave, where a woman taking maternity leave would be eligible for up to 52 weeks’ leave, but a co-parent (the child’s father or mother’s partner, sharing the main responsibility for the care of the child) only up to two weeks. Hi all, My partner and I both work for the NHS. Shared Parental Leave Shared parental leave (SPL) is a form of leave available to working parents following the birth or adoption of a child. If such a pay award was agreed retrospectively, the maternity pay should be re-calculated on the same basis; ii) in the event of a pay award or move to a higher pay point being implemented during the paid maternity leave period, the maternity pay due from the date of the pay award or new pay point should be increased accordingly. Version 12485 Download 469.49 KB File Size 1 ... Shared-Parental-Leave.pdf: Download : Download. 15.40 Employees are also entitled to take a further 13 weeks as unpaid leave to bring the total of leave to 52 weeks. 15.45 Employing organisations may at their discretion require the individual to provide additional information on their circumstances where this is reasonable and necessary to determine entitlements. 15.50 An employee can provide up to three notices to book leave. Employing organisations will need to be able to satisfy themselves that they have all the information necessary to offer this enhanced benefit. The individual must have earned at least an average of £30 (gross) a week in 13 of those 26 weeks (not necessarily continuously). The aim of this policy is to ensure the safety of pregnant and nursing mothers and to set out the entitlements to time off with pay and unpaid periods of leave, where appropriate, for employees requesting maternity, paternity (maternity support), shared parental leave or adoption leave. 15.79 If, at the end of maternity, adoption, or shared parental leave, the employee wishes to return to work on different hours, the NHS employer has a duty to facilitate this, wherever possible. Shared Parental Leave – Letter unsuccessful request for Discontinuous Leave 51 12. The guidance shows various scenarios illustrating how occupational shared parental leave and pay should work in a number of situations under section 15 (England & Wales) of the NHS terms and conditions of service. 15.21 By prior agreement with the employer, occupational maternity pay may be paid in a different way, for example a combination of full pay and half pay, or a fixed amount spread equally over the maternity leave period. If a pay-step review cannot be conducted prior to the pay-step date the pay-step point should be automatically applied in the individual’s absence. 15.94 Where unused annual leave and public holidays exceed local provisions for carry over to the next leave year it may be beneficial to the employer and employee for the employee to take the unused annual leave and public holidays before and/or after the agreed (paid and unpaid) maternity / adoption / shared parental leave period. Camden and Islington NHS Foundation Trust believes that it is a mutual benefit to the Trust and its employees to work in partnership with Staff side. Shared Parental Leave You may be eligible to share parental leave and pay with your partner. NHS Education for Scotland Maternity & Breastfeeding Support Policy Paternity (Maternity Support) Policy Adoption & Fostering Policy and Shared Parental Leave Policy This resource can be made available in full or summary form, in alternative formats and community languages. Shared parental leave is designed to give parents more flexibility in how to share the care of their child in the first year following birth or adoption. A comprehensive service to keep journalists informed about the work of NHS Employers. Any days of work will not extend the maternity / adoption leave period. If this is not possible, the employer must provide written, objectively justifiable reasons for this and the employee should return to the same pay band and work of a similar nature and status, to that which they held prior to their maternity / adoption / shared parental absence. If such a pay award was agreed retrospectively, the adoption pay should be re-calculated on the same basis; ii) in the event of a pay award or move to a higher pay point being implemented during the paid adoption leave period, the adoption pay due from the date of the pay award or new pay point should be increased accordingly. Parental leave is, therefore, aimed at encouraging a culture of flexible working practices to allow all staff to balance family and work commitments. 15.36 Following discussion with the employee, the employer should confirm in writing: ii) unless an earlier return date has been given by the employee, their expected return date, based on their 52 weeks paid and unpaid leave entitlement under this agreement; and. We use cookies to give you the best experience on our website. 15.67 To enable employees to take up the opportunity to work KIT and SPLiT days, employers should consider the scope for reimbursement of reasonable childcare costs or the provision of childcare facilities. 15.32 In the event where an employee has a miscarriage before the start of the 25th week of pregnancy, normal sickness absence provisions will apply as necessary. 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