We believe employers should be proactive in supporting and retaining employees who need to balance work with family commitments. Dependent on the legislation item being viewed this may include: Use this menu to access essential accompanying documents and information for this legislation item. Many employers offer more than these minimum rights in contractual maternity, paternity, adoption and parental leave policies. To be eligible for paternity leave when you and your partner are having a baby, including through surrogacy, you must: be legally classed as an employee have worked for the same employer for at least 26 weeks ending with the 15th week before your baby is due Paternity leave and pay Fathers and partners (including same sex couples) are entitled to take time off for two antenatal appointments. Pregnant employees are entitled to paid time off to attend ante-natal medical appointments recommended by the doctor, nurse or midwife. 1079797. Pregnancy and maternity 6. Episode 116: We chat to parents-to-be, Ksenia and Ryan, about their decision to take shared leave, the practicalities of arranging it, and how they think it will impact their working lives. Most employers can recover 92% of the cost of these payments from the government. CIPD members can see more in our law Q&As on on maternity, paternity, shared parental and adoption leave and pay. (2015) Shared parental leave: public attitudes. There may also be a constructive unfair dismissal claim. An implementation date and details will follow. Answers to commonly asked legal questions relating to maternity, paternity, shared parental and adoption leave and pay, Explores maternity and paternity provision in the workplace and employers’ attitudes towards legislative changes due to come into force in 2017, © Copyright Chartered Institute of Personnel and Development 2020, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. A maximum of twelve weeks leave will be paid at £160 a week, funded by the Government and not by employers. The eligibility, notification and variation procedures are complex but at least eight weeks’ notice must be given before the start of SPL. Mothers, fathers, adoptive parents and same-sex partners are entitled to paternity, maternity or adoption leave and pay and shared parental leave. CIPD members can find out more detail on all aspects of these family rights in our Maternity, paternity, shared parental and adoption leave and pay Q&As, Requesting flexible working Q&As and Parental rights and other family-friendly provisions Q&As. DEPARTMENT FOR BUSINESS, INNOVATION AND SKILLS and EQUALITY AND HUMAN RIGHTS COMMISSION. Return to the same job, or one with equivalent favourable terms and conditions, if it is genuinely not reasonably practicable for them to return to the former job, if maternity leave is more than 26 weeks. It’s not known if the leave will be shared between both parents. This draft has been replaced by a new draft, The Additional Paternity Leave Regulations 2010 ISBN 978-0-11-149365-6, 4.Entitlement to additional paternity leave (birth), 5.Options in respect of leave under regulation 4, 6.Notice and evidential requirements for leave under regulation 4, 7.Variation or cancellation of leave under regulation 4 before leave period has begun, 8.Employer’s confirmation of period of leave under regulation 4, 9.Commencement of leave under regulation 4, 10.Entitlement to additional paternity leave (birth) in the event of the mother’s death, 11.Options in respect of leave under regulation 4 in the event of the mother’s death, 12.Notice and evidential requirements for leave under regulation 4 in the event of the mother’s death, 13.Variation or cancellation of leave under regulation 4 in the event of the mother’s death, 14.Entitlement to additional paternity leave (adoption), 15.Options in respect of leave under regulation 14, 16.Notice and evidential requirements for leave under regulation 14, 17.Variation or cancellation of leave under regulation 14 before leave period has begun, 18.Employer’s confirmation of period of leave under regulation 14, 19.Commencement of leave under regulation 14, 20.Entitlement to additional paternity leave (adoption) in the event of the death of the adopter, 21.Options in respect of leave under regulation 14 where the adopter has died, 22.Notice and evidential requirements for leave under regulation 14 in the event of the death of the adopter, 23.Variation or cancellation of leave under regulation 14 in the event of the death of the adopter, 24.Disrupted placement or death of a child in the course of additional paternity leave, 26.Work during an additional paternity leave period, 27.Application of terms and conditions during additional paternity leave, 28.Redundancy during additional paternity leave, 29.Dismissal during additional paternity leave, 30.Early return from additional paternity leave period, 31.Right to return after additional paternity leave, 32.Incidents of the right to return after additional paternity leave, 35.Contractual rights to additional paternity leave.

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