One you have completed the maternity leave transaction you must provide your manager with your original MATB1 form before the end of the 15th week before the expected date of childbirth. A maternity leave policy covers employee eligibility and maternity leave duration, along with benefits and other details associated with your policy. KIT days are optional. I believe 10years+ is 90% of 10 weeks average pay. If your baby is born late this does not affect the payment of SMP. The manager must arrange a meeting within 4 weeks of receipt of an application and respond in writing no later than 2 weeks after the meeting. Special rules apply if your rotation to another employer takes place between the 14thand 11thweek before your baby is due which may see your entitlement to OMP being paid by your new employer and SMP being paid by your current employer. Beyond thankful I have that security! National pay awards, usually effective from 1stApril, which fall due after the assessment period will result in the reassessment of SMP based on values derived from the increased salary. Then either you or your manager need to call HR Services on 0330 606 1001 to let them know about your pregnancy, so agree with your manager who will do this, Youll get a MATB1 form from your doctor or midwife sometime after the 21st week of your pregnancy please check that its been signed no earlier than 20 weeks before your due date. Advise their manager of any changes in circumstances, such as home address. SML is a minimum level of entitlement of up to 52 weeks leave and is broken into: Ordinary Maternity Leave (OML) - the first 26-week period of maternity leave entitlement. Yes, there are two exemptions to this: the procedure for employees returning from maternity or adoption leave who wish to job share is described in the job share policy, and the procedure for introducing annualised hours describedwithin the annualised hours guidance. It enables eligible employees request up to 18 weeks of leave per child: four weeks paid and then 14 weeks unpaid. A3.1 The current rate of SMP is148.68 per week (or 90% of an employees average weekly earningsbefore taxiflower than 148.68). Please note: The Maternity Leave Policy is currently under review, therefore please refer to the guidance notes for the most update changes. The material contained in this section is management guidance, rather than guidance that has been agreed in partnership. During this period, contributions also remain payable by the employer. Adoption/Fostering Board Policyplease note this is currently being reviewed and updated. In order to compliment the Home Working Policy, guidance was created in partnership in September 2020, which is available to viewhere. The Family and Medical Leave Act (FMLA) is a law that requires most companies to allow their employees up to 12 weeks of unpaid family leave time after the birth of their child. According to the Maternity Benefit Act female workers are entitled to a maximum of 12 weeks (84 days) of maternity leave. In order to apply for maternity leave you must complete a maternity leave transaction through eESS employee self service. Your holiday entitlement will continue to accrue while youre on Maternity/Pregnant Parent Leave. You are entitled to 52 weeks' maternity leave, irrespective of the length of your continuous service. 8 weeks of leave can be opted before the delivery and remaining post-childbirth. 52 weeks after the start of the maternity leave however, this may be extended by local agreement in exceptional circumstances. Any KIT days will not extend the maternity leave period and will be paid at the employees basic daily rate. All pregnant employees have the right to Statutory Maternity Leave (SML) and to resume work afterwards. An increasing body of research shows that happy employees perform better and are more likely to stay with a company. Even then, there are certain rules on how and when to avail a leave. The following documents can be downloaded as part of the maternity leave process , eESS Maternity Standard Operating Procedure. Revised OMP resulting from a national pay award or increment will be applied from the start of the maternity leave or from the effective date of the pay award/increment, whichever is later. If your contract is due to end after the 11thweek before the EDC and you have 12 months continuous service your contract will be extended to allow you to receive 52 weeks leave including occupational and statutory maternity pay and 13 weeks of unpaid maternity leave. Introduction. National pay awards and annual increments which fall due after this assessment will result in a reassessment of OMP based on values derived from the increased salary. You can submit an application for a change to the hours you work; a change to the times when you are required to work or a change to the place you are required to work. 1. an employee adopts a child under 16 years of age. While you're on maternity leave Returning to work after having a baby Checking your pregnancy and maternity rights You have the right to up to 52 weeks' maternity leave if you're having a baby and are legally classed as an employee. Employees who feel engaged at work in general drive up company productivity and help avoid costs associated with high turnover, studies show. Employees are expected to fulfil the following requirements while on a career break: Please refer to the full Career Break Policy for details on general terms and conditions of a Career Break and for information on SPPA contributions, lease cars, organisational change and sick and maternity leave. An employee working full-time or part-time will be entitled to paid and unpaid maternity leave under the NHS contractual maternity pay scheme if: You have twelve months continuous service with one or more NHS employers at the beginning of the 11th week before the expected week of childbirth, You notify your employer in writing before the end of the 15th week before the expected date of childbirth (or if this is not possible, as soon as is reasonably practicable thereafter). A3.5 The payment for Occupational and Statutory Maternity Pay run concurrently and the amount you will be paid depends on your entitlement to each. 13 weeks @ SMP only (139.58 effective from 6 April 2015 or 90% of average weekly earnings which ever is less). A career break allows employees an opportunity to leave their employment on a long-term basis mainly to undertake further education or to fulfil domestic commitments. Keeping in touch (KIT) days are intended to facilitate a smooth return to work for women returning from maternity leave. But if you're classed as a small . It's something more leaders are paying attention to. Top editors give you the stories you want delivered right to your inbox each weekday. Youll continue to get CMP for your remaining Co-op role. No. While youre getting CMP or SMP your pension contributions will be based on the actual pay you receive each period, but the Co-ops contributions will be based on your normal full pay. Some employees can work up to 10 paid days (20. Your line manager will alsocomplete a Notification of Change Form for the Payroll Department. Intended parents 7.1 Adoption Leave and Pay is available to eligible employees who become the legal parents following an application for adoption or parental order. Both you and your partner need to be eligible see our Shared Parental Leave Policy for more details. The completed form should then be submitted to your line manager which will then be acknowledged in writing. This will allow you to enter the dates for your adoption leave which will be submitted to the appropriate manager to approve the initial request which then progresses to HR Support and Advice Unit. 5 SquareBeneficial4731 1 yr. ago That makes a ton of sense and would explain the different accounts of pay from employees with varying amounts of service time. On the occasion you notified your manager of your intention not to return to work with the same or different NHS employer, in accordance with the most recentNHS Circular: PCS(AFC)2019/7 if an employee fails to return within 15 months of the beginning of their maternity leave they will be liable to refund the whole of their maternity pay, less any Statutory Maternity Pay received. Parental responsibility for a child under 14 (for paid parental leave) or under 18 (for unpaid parental leave). Your contract will be terminated under the provisions of ending a fixed term contract at the end of your Maternity Leave. Provision of support for mothers who wish to breastfeed after they return to work. Maternity and Pregnant Parent Policy Here at the Co-op we know that having new child is an important and exciting time and we want to support you during this time. Having a baby can mean big changes in your personal life and you may need extra support and guidance in adapting to these. If the KIT day calculation is less than the value of MA then no payment will be made. Once a career break has been agreed this should be recorded on eESS via manager self service:Career Break Standard Operating Procedure. New mothers receive four weeks of paid leave before giving birth and 14 weeks of maternity leave afterward. KIT days will be paid at the normal hourly rate as if the employee were at work. However, these principles would apply regardless of whether a reduced working year contract is explicitly linked to school terms or not. Shared Parental Leave* Under shared parental leave, the mother or primary adopter can decide to share up to 50 weeks leave and 37 weeks statutory pay with their partner. It allows employees to remain on a permanent contract and gives them unpaid leave during school holidays. This applies to surrogate birth parents too. By clicking Sign up, you agree to receive marketing emails from Insider The policy is to determine annual leave entitlement in hours not days for all staff regardless of whether the employee is full-time or part time. Attend a minimum number of training sessions, as agreed with the Head of Department to update and refresh their knowledge and skills. To qualify for SMP youll need to: The table below shows how much Maternity/Pregnant Parent pay youll get: *Average earnings are based on what youve been paid during the eight weeks ending on the 15th week before your babys due. During ordinary maternity leave and additional maternity leave, all terms and conditions of the employee's contract, except normal pay will continue. If you want to breast/chest feed when youre back in work well do what we can to support you, so talk to your manager about what you need. An application should then be made, in writing, to your line manager at least 3 months before commencing the proposed career break. b). And with our awesome company perks that have made us one of Fortune's "100 Best Companies to Work For" for 22 years straight, we know what we're doing. The calculation period is the eight weeks, if you are paid weekly, up to and including the 15th week before your baby is due. Where possible, time off during working hours should be granted to allow an employee to breastfeed or express milk. If you are eligible for occupational maternity pay but do not qualify for SMP : 8 weeks full pay less **Maternity Allowance, 18 weeks half pay provided half pay plus **Maternity Allowance does not exceed full pay, **Maternity Allowance is not paid by NHSGGC but by Dept of Work & Pensions. The Maternity (Amendment) Bill 2017 has extended the earlier 12 weeks' leave to 26 weeks. If you are eligible for occupational maternity pay and SMP : 18 weeks @ half pay + SMP (139.58 effective from 6 April 2015 or 90% of average weekly earnings, whichever is less) provided the total receivable does not exceed full pay. Sick leaves are crucial to allow employees to get the rest they need without worrying about losing pay. If you have been off on certified sick, your maternity leave will commence the day after the birth. Outcome of Flexible Working Appeal Unsuccessful, https://www.gov.uk/maternity-pay-leave/pay, https://www.gov.uk/government/publications/rates-and-allowances-national-insurance-contributions/rates-and-allowances-national-insurance-contributions, Reserve Forces Training and Mobilisation Policy. Should you require further advice please contact theHR Support and Advice Unit. Remember we have an Employee Assistance Programme (EAP) who can provide colleagues with support. KIT days need to be agreed with your manager first and can be used for anything that would normally be part of your job, including training courses and announcements. In some cases this reassessment will positively impact the level of OMP whereas in others the recalculation will produce a lesser value of OMP than the original calculation. Employee rights are not usually affected when they take maternity, paternity, adoption, parental, parental bereavement, or Shared Parental Leave. These payments will be made on an ongoing basis and, if you are paid monthly, will be blocked into a number of weeks each month depending on the number of Saturdays in that month. payment for 1 day OMP (i.e. Here at the Co-op we know that having new child is an important and exciting time and we want to support you during this time. Generally, Maternity pay starts on a Sunday. After the initial meeting your manager will inform you of their decision in writing within 2 weeks.If the request is accepted, your line manager will confirm this in writing, specifying the new working pattern andthe date from which it will take effect. Theyll conduct a risk assessment of your role and your workplace and make any adjustments needed to protect your health and safety. Our policy also enables parents to take leave together, at the same time. As a pregnant parent, you can take up to 52 weeks Leave it doesnt matter how long youve worked here or how many hours you work. To find the 15th week before the EWC, find the Sunday before the due date (unless your baby is due on a Sunday, in which case use the due date), and count back 15 weeks. Well try to keep you updated about any important changes or other things you need to know while youre away from work. The maternity leave can begin at anytime from at least four weeks before the birth of the baby. leave. For public holidays, this would be the public holidays remaining until the end of the annual leave year. There is a 2-week period known as Compulsory Maternity Leave which a new mother is required to take by law immediately after the birth of a child and which is included in the Ordinary Maternity Leave period. All other states offer 12 weeks of FMLA leave, but currently do not provide any additional benefits to parents. In other words, companies that invested more in their working parents saw higher rates of reported retention, advocacy, and effort. Staff who leave the employing organisation will receive their full annual leave entitlement per Table 2 foreach day they have worked in the current leave year,less any annual leave taken plus any outstanding public holiday hours, i.e. Full details of provisions available for prospective adoptive parentsare detailed below in our guidance and frequently asked questions. The roster note should describe the date and hours worked together with an indication of how many KIT days have been worked (including this latest KIT day) in the current maternity leave absence. For example, if a nurse took maternity leave from 1 April 2019 to 31 March 2020 - i.e. However, if this option is taken, the member would be responsible for payment of both employee and employer contributions. Available to US-based employeesChange location, You get to receive it as a part time employee, They give you the leave with the law that applies in states. If you do not have 12 months continuous service you may still be entitled to Statutory Maternity Pay if you have 26 weeks continuous employment at the qualifying week. If you do not qualify for SMP, you may still be able to receive Maternity Allowance. The 10 companies that ranked the highest in terms of employee sentiment as well as benefits include Cisco, Hilton, Comcast NBC Universal, PwC, Deloitte, Wegmans, and American Express. *Medical Staff are covered by separate terms and conditions and should refer to Medical Staffing for advice. Youd be surprised that many places still dont offer maternity leave. If you are expecting a baby you will need to submit to your manager a MATB1 form or a letter from your midwife or doctor that confirms the week your baby is due. 4. Up to four weeks of paid parental leave per child to be taken before that childs 14th birthday; Up to 14 further weeks of unpaid parental leave per child to be taken before that childs 18th birthday. If youve got more than one Co-op job and leave one role and not another, the amount of CMP for the role youve left will stop. You dont have to arrange any KIT days, and well never insist that you work a KIT day. All managers should ensure that SSTS is updated correctly and payroll is informed, where SSTS is not available. A 2016 EY study of more than 1,500 employers found that over 80% of companies that offer paid family leave reported an increase in employee morale, and more than 70% reported an increase in employee productivity. HR Services will send you an SMP1 form and you can contact your local Jobcentre Plus to find out if youre eligible. Parental Leave is designed to support them do this in a flexible way and is only available for that purpose. For successful applications the employee has no right to revert back to their previous working pattern. 6.1 Every pregnant employee has the right to 52 weeks of Maternity Leave. They are extremely family oriented and more than willing to support you during that time. Please note if you are having a new child by adopting (including Fostering to Adopt/Concurrent Planning) or through a Surrogacy arrangement, your entitlements are set out in our Adoption and Surrogacy Policy or the Paternity, Non-Pregnant Parent and Co-Adopter Policy. Please contact theHR Support and Advice Unit. Please contact theHR Support and Advice Unitif you wish clarification on the application of this policy. Yes, all employees on Maternity Leave will accrue both annual leave and public holiday hours. All rights reserved. Maternity Leave All confirmed female employees shall be entitled for Maternity leave as per maternity benefit act 2016, with full pay for a period of continuous 26 weeks (excluding national holidays) for each pregnancy up to a maximum of 2 confinements. If you wish to continue breastfeeding your child when you return to work you should arrange to meet your line manager to discuss the provisions required. Yes, you are entitled to be accompanied by a trade union/professional organisation representative or accompanied by a fellow colleague, friend or relative not acting in a legal capacity at all stages of the process. We recognise that some of our colleagues may not identify with the term maternity, so we have added the term pregnant parent into this policy to ensure inclusivity for our LGBTQ+ parents. Acceptance. If you are not entitled to Statutory Maternity Pay (SMP), you will also be given a Form SMP1,which you should use to claim Maternity Allowance from Job Centre Plus. The form is available on the colleague website, HR Services will then send you an ML3 form, which confirms your Maternity/Pregnant Parent Pay entitlement (see below for more information about Maternity/Pregnant Parent Pay) and also when your 52 weeks Maternity/Pregnant Parent Leave entitlement will end. This is important to make sure we pay you correctly too. Special Leave is also used for time off for public duties such as jury service, member of a public body such as Childrens Panel or training days with Volunteer Forces. 9. We are looking for dynamic, energetic, and happy people to join our team. The policy also details the ability to return to work during maternity leave for KIT (Keeping in Touch) days if you would like to do so and the obligations on the employer to ensure an appropriate risk assessment is carried out to ensure your health and safety when pregnant and on your return. Attend any seminars or meetings to which they are invited by the Board. If you are not eligible for occupational maternity pay but you do qualify for SMP : 6 weeks @ 90% of average weekly earnings. Where possible and necessary make appropriate rest areas and storage facilities available for breastfeeding mothers. If you do not have an eESS ID due to not having a GGC email or access to GGC network then your manager can complete the adoption leave transaction on your behalf via manager self service. Your line manager will confirm the reasons in writing to you following the initial meeting and will also provide details of the formal appeal procedure.