With the summer holidays in Hampshire starting on 24th July, many parents will be making childcare arrangements. But what rights do parents have to take extra time off with their kids? Extending beyond just maternity leave, employers should take note of the different forms of leave available to parents.
Maternity Leave
Maternity leave is a day one right for employees. The mother must inform her employer of the baby’s due date and her desired start date for leave at least 15 weeks before the expected birth. Maternity leave can be taken for up to a year, starting as early as 11 weeks before the expected week of childbirth, unless the baby is born early. Mothers are required to take a minimum of 2 weeks off, or 4 weeks if they work in a factory. During this period, if they have worked continuously for the employer for at least 26 weeks, they receive financial support for the first 39 weeks of leave:
- In the first 6 weeks: 90% of their average weekly earnings, AWE.
- The following 33 weeks: £184.03 or 90% of their AWE (the lower figure)
Additionally, whilst on maternity leave, workers have a number of rights:
- They are entitled to pay reviews, and cannot be disadvantaged for taking leave
- Employers must continue to contribute to the worker’s pension
- Employees continue to accrue holiday days, which they can carry over to the next year
- They may be entitled to a bonus, depending on how their bonus is calculated
Importantly, once mothers return, they are entitled to return to the same job, if they have taken up to 26 weeks of leave, or a similar job if they have taken longer.
Paternity Leave
Paternity leave is also available for soon to be parents. This type of leave is available to fathers of the expected baby or partners of the mother, to take care of either the baby or mother. Paternity leave is just two weeks, which can be taken in up to two one-week blocks, within the first 52 weeks after the birth. Additionally, fathers can get time off to accompany their partner to 2 antenatal appointments.
Those on paternity leave enjoy many of the same rights as those on maternity leave. Additionally it is also paid at £184.03 per week, or 90% of average weekly earnings (whichever is lower). Expecting fathers hoping to take paternity leave must also inform their employer 15 weeks before the baby is due.
Shared Parental Leave
Another option available to couples is to trade some maternity leave for shared parental leave. Couples can share up to 50 weeks of leave and 37 weeks of pay this way. Couples can choose to take the time off together or at different times, and the leave can be taken in one block or multiple. The rights of the parents remain largely the same as for maternity leave. However, the eligibility requirements for this leave are slightly tighter. Importantly, this cannot be combined with paternity leave
Unpaid Parental Leave
Another option available to parents throughout the child’s upbringing is unpaid parental leave. This kind of leave is unpaid and can be taken up to the child’s 18th birthday. Parents are entitled to 18 weeks in total for each child, with a limit of 4 weeks each year. The leave can be spent across multiple employers, but does not reset when moving from one employer to another.
Financial Support
Usually, businesses can reclaim 92% of employees’ statutory maternity, paternity, and shared parental leave pay. For some small businesses, financial support can be even greater at 103% of the pay.