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You’re over the moon that an employee’s having a baby, of course you are. But with pregnancy and parental rights comes ever-changing legislation to get your head around, and that’s not what you went into business for, is it?
From maternity and paternity leave and pay, shared parental leave and adoptive parent entitlements, to antenatal care, flexible working requests and notification periods, there’s a lot to keep up with and, more importantly, get right.
We’ve been helping businesses manage new arrivals for more than 20 years. We’ll help you calculate the right amount of leave and pay. We’ll help you work out holiday entitlements and benefits. We’ll help you recruit maternity or paternity cover. And if times are tough and you need to make redundancies, we’ll support you through that too.
If you need a hand with your maternity and paternity obligations, simply pop a few details into the form below and we’ll show you just how much we can start supporting your business.
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When it comes to maternity and paternity leave, there are different entitlements for each. Below is a brief overview of what each type entails.
|Maternity leave||There are two parts to maternity leave: ordinary maternity leave and additional maternity leave, and the former always comes first. Both last for 26 weeks (52 weeks in total) and employees qualify regardless of how long they’ve been with you for.|
|Paternity leave||All qualifying employees are entitled to either one or two consecutive weeks (it cannot be two separate weeks) of ordinary paternity leave, and the leave cannot start until the child has been born.|
Employees’ paternity leave normally ends either within 56 days of the child being born, or within 56 days of the first day of the expected week of childbirth (EWC); whichever is later.
Statutory Maternity Pay is paid for up to 39 weeks and should be processed the same way you’d normally pay the employee. To qualify for Statutory Maternity Pay, employees must meet the following criteria:
Employees are entitled to Statutory Paternity Pay if:
If an employee’s entitled to Statutory Paternity Pay they should be paid it for the entirety of their ordinary paternity leave period.
Employees who qualify for statutory maternity or paternity pay are entitled to either the statutory weekly rate of £145.18 (as of April 2018) or 90% of their weekly earnings – whichever is lower, and this should be paid in the same way as their normal wage.
To help you keep on top of all the important dates you need to calculate maternity leave and pay, we’ve built our very own maternity calculator.
All you need is the employee’s due date and we’ll do the rest for you! We’ll tell you:
Fancy trying it out? You can find our maternity calculator here.
When an employee’s on maternity or paternity leave, excluding pay, they’re legally entitled to all of the same employment rights that they were whilst working . This includes things like pay rises, holiday accrual and benefits – like use of a company car, for example.
Maternity and paternity rights extend to pension payments too, so you must continue your contributions based on the employee’s normal pay throughout their leave period.
Whether it’s help getting your head around leave dates, calculating pay or recruiting for cover – and everything else in between, we’ve got your back – always.
With our 24/7 advice line, you’ll have access to our HR & Employment Law experts every second, of every minute, of every hour, of every day, so that you can get on with running your business with complete peace of mind.
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