Maternity and Paternity

  • Maternity and paternity leave is inevitable. By planning properly, you can successfully manage the impact this has on your business.

    Maternity leave

    A pregnant employee has 52 weeks of maternity leave and can qualify for up to 39 weeks of statutory maternity pay. An employer must also provide reasonable paid time off for ante-natal appointments.

    Paternity leave

    Partners with a responsibility for the child’s upbringing can also qualify for two weeks of ordinary paternity leave and up to 26 weeks of additional paternity leave if the baby was due before 5th April 2015. Eligible employees can also qualify for statutory paternity pay. An employee on such leave has a right to return their same job or, in some cases, an alternative suitable job.

    Shared Parental Leave 

    The Shared Parental Leave Scheme replaces additional paternity leave in respect of children due to be born on or after 5th April 2015 for individuals who qualify.  A mother must still take a minimum of two weeks’ maternity leave following the birth (four if she works in a factory) and the partner is still entitled to two weeks’ paternity leave, which must be taken within 56 days of the child’s birth and before any shared parental leave. But its important for employers to note that Shared Parental Leave does not have to be taken in one consecutive block, so an employee could request to take their leave in separate periods up to 52 weeks after the child’s birth (blocks of leave are a minimum of one week, the maximum shared amount will be 50 weeks). 

    How Mentor could help

    Managing your employees’ maternity and paternity leave, and other flexible working requirements, can be complicated.

    You Mentor Consultant could provide the advice and support you require to plan ahead and negotiate any issues.

    We also provide you with access to a range of document templates and online calculators to help you stay compliant with legislation.

  • Interested in finding out more?

    Contact us