Right to leave and pay is now equal for both parents – six weeks full pay and 46 weeks unpaid leave to be taken before the child’s/children’s second birthday and a right to return to the same role
Leave can be taken in three blocks; each block a minimum of two weeks
Employees must notify employers of the intention to take Parental Leave 15 weeks before baby due or seven days before for adoption
Dates can be changed with 42 days’ notice
Paid statutory parental leave for birth mothers must start on the day the baby is born and the six weeks must be taken together.
Antenatal appointments are supported – the birth mother is entitled to be paid to attend all antenatal appointments and anyone with a qualifying relationship is entitled to a maximum of 10 hours’ paid leave to attend antenatal appointments with any attendance to any additional appointments be being unpaid.
Keeping in Touch Days - employees on Parental Leave can work 14 hours in a week and a maximum of 70 hours in total before impacting their benefit eligibility. This cannot happen in the first six weeks after birth for the birth mother
For a period of 52 weeks after the birth of their child, breastfeeding mothers are entitled to paid breaks at work for the purpose of breastfeeding and/or expressing milk
They have the right to apply for a temporary change to terms of employment, following the Flexible Working process, but with shortened timescales.
What you need to do…
Make sure you review your handbooks, policies, and procedures to reflect new legislation
Communicate these to your employees, making sure they understand the new notice periods
Consider if anyone needs specific training
Implement a Parental Leave checklist to support your managers.
Update or implement Parental Leave application and Breastfeeding Temporary Variation request forms