Family Friendly Policy
Introduction
Here at Lovell, we believe that our people deserve the right balance of work and family life. We're committed to supporting everyone to achieve that through offering a range of family friendly practices for parents, expecting parents and potential future parents.
This policy applies to all employees; it doesn't apply to contractors. It's a non-contractual policy and we may amend it at any time.
Pregnancy
I'm having a baby, when should I tell someone?
We'd encourage you to tell your manager or the HR Team as soon as you feel comfortable to, even if it's before the baby's first scan. We want to support you as much as we can.
We appreciate that, if you're pregnant, you might not be feeling your best in the early days. We'd like to carry out any health and safety risk assessments in good time, which we'll review throughout your pregnancy if needed. If you're ill during your pregnancy and unable to work, you should report sickness as normal in line with our Sickness Absence policy.
Can I have time off for antenatal appointments?
If you're pregnant, you can take reasonable paid time off during working hours for antenatal appointments. You should try to give us as much notice as you can, and we might ask for confirmation of the appointment.
If you have a 'qualifying relationship' with someone that's pregnant or the expected child (for example, if you're the father, a civil partner or an intended parent in a surrogacy arrangement), you can take unpaid time off for up to two antenatal appointments of up to six and a half hours each.
Can I have time off for IVF treatment?
There's no legal right to take time off for fertility treatment, but we know it's a big step and we want to help. With this in mind, we'll treat time off for fertility treatment as we would any other medical or antenatal appointment and allow reasonable paid time off during working hours. You should give your manager or the HR Team as much notice as possible and we might ask for confirmation of your appointment. You can book holiday if you'd like to take more time off around the treatment or we can discuss unpaid additional time off if appropriate. If you're ill due to side effects of the treatment (before any pregnancy) and unable to work, then this should be reported in line with our Sickness Absence policy.
If you have a relationship with someone that's pregnant or the expected child (for example, if you're the father, a civil partner or an intended parent in a surrogacy arrangement), we're happy for you to take unpaid time off for up to two fertility appointments of up to six and a half hours each.
Adoption
Can I have time off for adoption appointments?
Adoption appointments are arranged for you to have contact with a child who is to be placed with you for adoption, or for any other reason related to the adoption. If you're adopting a child with a partner, you must decide who will be treated as the primary adopter and who will be treated as the secondary adopter for the purposes of time off. You'll need to tell us your decision the first time you request time off for an adoption appointment.
If you're the primary adopter, you can take reasonable paid time off to attend adoption appointments on up to five occasions in relation to any particular adoption. If you're the secondary adopter, you may take unpaid time off to attend an adoption appointment on up to two occasions only. You mustn't take more than six and a half hours off for each appointment.
Maternity and Adoption Leave
Am I entitled to maternity leave?
If you're pregnant, you're entitled to maternity leave of 52 weeks, consisting of 26 weeks' ordinary maternity leave (OML) and 26 weeks' additional maternity leave (AML), regardless of your length of service.
Am I entitled to adoption leave?
You're entitled to adoption leave of up to 52 weeks, consisting of 26 weeks' Ordinary Adoption Leave (OAL) and 26 weeks' Additional Adoption Leave (AAL) if:
you're adopting a child through a UK or overseas adoption agency, you're a local authority foster parent or you've used a surrogate to have a child;
the adoption agency or local authority has given you written notice that it has matched you with a child and you've got an expected placement date;
you've told the agency or local authority that you agree to the placement; and
if you've got a spouse or partner, they won't be taking adoption leave with their employer (although they may be entitled to paternity leave).
What do I do if I want to take maternity leave?
Before the end of the 15th week before the week that you expect to give birth (the Qualifying Week), or as soon as reasonably practical afterwards, you must tell us the week you're expected to give birth (the Expected Week of Childbirth), and the date you'd like to start your maternity leave (the Intended Start Date). We'll write to you to tell you the date we'll expect you to return to work if you take your full maternity leave entitlement (the Expected Return Date). You need to provide us with your MATB1 certificate from your doctor or midwife when you get a copy.
What do I do if I want to take adoption leave?
In adoption or fostering cases, within seven days of the agency notifying you in writing that it has matched you with a child (the Qualifying Week), or as soon as reasonably practicable afterwards, you must give us notice in writing of the expected placement date, and your intended start date for adoption leave (the Intended Start Date). We'll write to you to tell you the date we expect you to return to work if you take your full entitlement to adoption leave (the Expected Return Date). You need to provide us with a copy of your matching certificate from your adoption agency or local authority when you get a copy.
In surrogacy cases, before the end of the 15th week before the surrogate mother is expected to give birth (the Qualifying Week), or as soon as reasonably practical afterwards, you must tell us the week the surrogate mother is expected to give birth (the Expected Week of Childbirth), and the date you'd like to start your adoption leave (the Intended Start Date). We'll write to you to tell you the date we'll expect you to return to work if you take your full entitlement to adoption leave (the Expected Return Date). You'll need to tell us the child's date of birth when born.
When can I start maternity or adoption leave?
The earliest you can start leave is 11 weeks before the Expected Week of Childbirth in maternity or surrogacy cases (unless your child is born prematurely before that date). For adoption or fostering cases, the earliest you can start leave is no more than 14 days before the Expected Placement Date, or on the date of placement itself, but no later.
If you want to change your Intended Start Date, please tell us in writing. You should give us as much notice as you can, but where possible you must tell us at least 28 days before the original Intended Start Date (or the new start date if you're bringing the date forward). We'll then write to you to tell you your new Expected Return Date.
If you're pregnant or in surrogacy cases, your leave may start earlier if the child is born before the Intended Start Date, or (if pregnant) you're absent for a pregnancy-related reason in the last four weeks before your Expected Week of Childbirth. In either of those cases, leave will start on the following day.
What's the earliest date I can return after maternity or adoption leave?
The law says that we can't allow you to work during the two weeks following childbirth. There's no restriction on returning after adoption leave.
What will I be paid during maternity or adoption leave?
Statutory maternity pay (SMP) and statutory adoption pay (SAP) are payable for up to 39 weeks, provided you've got at least 26 weeks' continuous employment with us at the end of the Qualifying Week and your average earnings aren't less than the lower earnings limit set by the government each tax year. The first six weeks SMP and SAP are paid at 90% of your average earnings and the remaining 33 weeks are at a rate set by the government each year. The HR Team can tell you what the current rates are.
You will qualify for enhanced maternity and enhanced adoption pay if you've got at least 26 weeks' continuous employment with us at the end of the Qualifying Week and haven't received any enhanced paternity pay, maternity pay, adoption pay, or shared parental pay from us in the last six months. This is paid at full basic pay for the first 13 weeks and at half basic pay for the next 13 weeks and includes any SMP and SAP that you're entitled to for that period.
What happens to the rest of my terms and conditions during maternity and adoption leave?
Except for terms relating to pay, your terms and conditions of employment remain in force during maternity and adoption leave. Holiday will continue to accrue and may be carried forward to the next holiday year if it can't reasonably be taken before starting your leave. Usually, we'll need you to take any carried over holiday immediately before returning to work.
If you're a member of a workplace pension scheme, we'll make employer pension contributions during OML and OAL and any period of paid AML or AAL, based on your normal salary, in accordance with the pension scheme rules. Any employee contributions will be based on the amount of any maternity or adoption pay you're receiving, unless you tell us that you want to make up any shortfall.
How do I keep in touch with you during maternity or adoption leave?
We may make reasonable contact with you from time to time during your maternity or adoption leave, but we'll ask what the right level is for you. You can work (including attending training) on up to ten 'keeping-in-touch' days during your maternity or adoption leave. This isn't compulsory and must be discussed and agreed with your manager. You'll be paid at your normal basic rate of pay for time spent working on a keeping-in-touch day and this will include any maternity or adoption pay.
What happens on my return to work from maternity or adoption leave?
You must return to work on the Expected Return Date unless you tell us otherwise. If you want to return to work earlier than the Expected Return Date, you must give us eight weeks' prior notice.
You're normally entitled to return to work in the position you held before starting maternity or adoption leave, and on the same terms of employment. However, if you've taken AML or AAL and it's not reasonably practicable for us to allow you to return into the same position, we may give you another suitable and appropriate job on terms and conditions that are no less favourable.
If you want to change your hours or other working arrangements when you return from maternity or adoption leave, you should speak to your manager or the HR Team about making a request under our Flexible Working Policy. If you're going to make a request, it's helpful if you make this as early as possible.
What if something happens to my child?
You'll still be entitled to maternity leave and SMP if your child is stillborn after 24 weeks of pregnancy or born alive at any stage of pregnancy but doesn't survive (neonatal loss).
You'll also still be entitled to adoption leave and SAP if your adoption is disrupted for a further eight weeks from the end of the week that the disruption occurs. In an adoption or fostering case, this would be where you are notified that the placement won't take place, the child is returned to the adoption agency after placement, or the child dies after placement. In a surrogacy case, this would be where you don't apply for a parental order in time, the court doesn’t grant a parental order, or the child dies.
You may also be entitled to Parental Bereavement Leave (see below).
We understand that any of these situations can be extremely distressing. For further information on the assistance and support we offer, please speak to a member of the HR Team. You can also get support and guidance from our Employee Assistance Programme.
Paternity Leave
Am I entitled to paternity leave?
Paternity leave is available on the birth of a child if you’ve been continuously employed by us for at least 26 weeks ending with the 15th week before the Expected Week of Childbirth and either:
you're the biological father and will have some responsibility for the child's upbringing;
you're the spouse, civil partner or cohabiting partner of the biological mother and will have the main responsibility (with the mother) for the child's upbringing; or
the child is born to a surrogate mother and you, or your partner are one of the child's biological parents, and you expect to get a parental order giving you and your partner legal responsibility for the child.
Paternity leave is available where a child is placed with you for adoption by an adoption agency, if you've been continuously employed by us for at least 26 weeks ending with the week in which the agency notifies you that you have been matched with a child. You may be entitled to take adoption leave instead, but it can only be taken by one adoptive parent. Paternity leave is available to the other adoptive parent (of either sex).
How do I take paternity leave?
Paternity leave is a period of up to two weeks' leave taken when a child is born or placed with you for adoption. It can be taken as either a single period of leave of one or two weeks, or as two separate periods of one week each, which don't need to be taken consecutively. You can start your leave on the date of birth or placement, or later, provided it's taken within eight weeks of the birth or placement (if the baby is premature the period ends eight weeks after the start of the Expected Week of Childbirth.)
To take paternity leave you must give us written notice by the end of the 15th week before the Expected Week of Childbirth (or no more than seven days after the adoption agency notified you of being matched with a child), or as soon as you reasonably can, stating the Expected Week of Childbirth/Placement, whether you intend to take one week or two weeks' leave, and when you would like your leave to start. You can change the Intended Start Date by giving us 28 days' notice or, if that's not possible, as much notice as you can.
How much will I be paid during paternity leave?
Statutory paternity pay (SPP) is payable during paternity leave provided you have at least 26 weeks' continuous employment ending with the Qualifying Week (the 15th week before the Expected Week of Childbirth or the week in which the adoption agency notified you of a match) and your average earnings are not less than the lower earnings limit set by the government each tax year. The rate of SPP is set by the government each tax year. The HR Team can tell you what the current rates are.
You will qualify for enhanced paternity pay if you've got at least 26 weeks' continuous employment with us at the end of the Qualifying Week and haven't received any enhanced paternity pay, maternity pay, adoption pay, or shared parental pay from us in the last six months. This is paid at full basic pay for the full two weeks and includes any SPP that you're entitled to for that period.
What happens to the rest of my terms and conditions during paternity leave?
All the usual terms and conditions of your employment remain in force during paternity leave, except for the terms relating to pay. If you're a member of our pension scheme, we'll make employer pension contributions during any paid paternity leave, based on your normal salary, in accordance with the scheme rules. Any employee contributions you make will be based on the amount of any paternity pay you are receiving, unless you inform us that you wish to make up any shortfall.
What if something happens to my child?
You'll still be entitled to paternity leave and SPP if your child dies or is stillborn, if an adoption placement is ended or (in surrogacy cases) if a parental order isn't sought within six months of birth or an application for a parental order is refused. If you'd like to change the dates you've chosen for your paternity leave period, please speak to the HR Team. If you haven’t already told us of your chosen dates before one of these events occurs, you can still choose to take paternity leave, but it must be within the next eight weeks. You might also be able to take Parental Bereavement Leave (see below).
We understand that any of these situations can be extremely distressing. For further information on the assistance and support we offer, please speak to a member of the HR Team. You can also get support and guidance from our Employee Assistance Programme.
Shared Parental Leave
What is shared parental leave?
Shared Parental Leave (SPL) gives you and your partner more flexibility in how to share the care of your child in the first year after birth than if you were just taking maternity or paternity leave. If you're both eligible, you'll be able to choose how to split the leave between you and can decide to be off work at the same time or at different times. You might be able to take leave in more than one block.
Am I entitled to shared parental leave?
You're entitled to SPL in relation to the birth of a child if:
you're the child's mother, and share the main responsibility for the care of the child with the child's father or your partner;
you're the child's father and share the main responsibility for the care of the child with the child's mother; or
you're the mother's partner and share the main responsibility for the care of the child with the mother (where the child's father doesn't share the main responsibility with the mother).
In the case of an adoption, you may be entitled to SPL if an adoption agency has placed a child with you and/or your partner for adoption and you intend to share the main responsibility for the care of the child with your partner.
In all cases of SPL, the following conditions apply:
you must have at least 26 weeks' continuous employment with us by the end of the Qualifying Week, and still be employed by us in the week before the leave is to be taken;
the other parent must have worked (in an employed or self-employed capacity) in at least 26 of the 66 weeks before the Expected Week of Childbirth or the Expected Week of Placement and had average weekly earnings of at least £30 during 13 of those weeks; and
you and the other parent must comply with any necessary statutory notices, including notice to end any maternity or adoption leave, SMP, maternity allowance (MA) or SAP periods.
The total amount of SPL available is 52 weeks, less the weeks of maternity leave or adoption leave (or the weeks in which the mother or your partner has been in receipt of SMP, MA or SAP if they are not entitled to maternity or adoption leave).
If you're the mother, you can't start SPL until after the compulsory maternity leave period, which lasts until two weeks after birth.
Either you or your partner must qualify for statutory adoption leave and/or SAP and must take at least two weeks of adoption leave and/or pay.
If you're the child's father or the mother's partner, you should consider using your two weeks' paternity leave before taking SPL. Once you start SPL you'll lose any untaken paternity leave entitlement. SPL is additional to your paternity leave entitlement.
The SPL and Shared Parental Pay (ShPP) system relies on you and the other parent being accurate with all the information and declarations you provide to us. Where it's suspected or discovered that you or the other parent has provided false information or declarations, we we'll deal with the matter under our Disciplinary policy.
The HR Team will advise you of the notification procedure you need to follow if you want to take SPL.
How much will I be paid during SPL?
You may be able to claim statutory ShPP of up to 39 weeks (less any weeks of SMP, SAP or MA claimed by you or your partner) if you've got at least 26 weeks' continuous employment with us at the end of the Qualifying Week and your average earnings are not less than the lower earnings limit set by the government each tax year. ShPP is paid at a rate set by the government each year. The HR Team can tell you what the current rates are.
You'll qualify for enhanced shared parental pay if:
you are receiving ShPP;
you have 26 weeks' continuous employment with us at the end of the Qualifying week; and
you haven't received any enhanced paternity pay, maternity pay, adoption pay, or shared parental pay in respect of another child in the 6 months ending with the Qualifying Week.
Enhanced shared parental pay is paid at the full rate of your normal basic salary for the first 13 weeks and at half basic salary for the next 13 weeks and includes any statutory ShPP you are entitled to for that period. Any period of enhanced maternity or paternity pay for the same child or children will count towards your enhanced shared parental pay entitlement.
What happens to the rest of my terms and conditions during SPL?
Except for terms relating to pay, your terms and conditions of employment remain in force during SPL. Holiday will continue to accrue and may be carried forward to the next holiday year if it can't reasonably be taken before starting your leave. Usually, we'll need you to take any carried over holiday immediately before returning to work.
If you're a member of a workplace pension scheme, we'll make employer pension contributions during any period of paid SPL, based on your normal salary, in accordance with the pension scheme rules. Any employee contributions will be based on the amount of any ShPP you're receiving, unless you tell us that you want to make up any shortfall.
How do I keep in touch with you during SPL?
We may make reasonable contact with you from time to time during any period of SPL, but we'll ask what the right level is for you. You can work (including attending training) on up to 20 'keeping-in-touch' days during your SPL. This isn't compulsory and must be discussed and agreed with your manager. You'll be paid at your normal basic rate of pay for time spent working on a keeping-in-touch day and this will include any ShPP.
What happens on my return to work from SPL?
You must return to work on the date you've informed us under the notification procedure, unless you tell us otherwise. If you want to return to work earlier than the date you've told us, or extend your SPL, you must give us eight weeks' prior notice, but your right to do this may be limited depending on how many notices you have provided previously. The HR Team can assist if you need more information on this.
You're normally entitled to return to work in the position you held before starting SPL and on the same terms of employment. However, if it's not reasonably practicable for us to allow you to return into the same position, we may give you another suitable and appropriate job on terms and conditions that are no less favourable in the following circumstances:
your SPL and any maternity, adoption or paternity leave you've taken adds up to more than 26 weeks in total (whether or not taken consecutively); or
you took SPL consecutively with more than four weeks of ordinary parental leave.
Neonatal Care Leave
What is neonatal care leave?
Neonatal care leave (NCL) is available where a child has received neonatal care for an uninterrupted period of seven days, not counting the day that the neonatal care starts. This covers any hospital treatment, including treatment in a special care baby unit (SCBU), local neonatal unit (LNU) or neonatal intensive care unit (NICU). It also includes ongoing monitoring and home visits from healthcare professionals directed by a consultant and arranged by the hospital where the child was an inpatient. It can include palliative or end of live care.
Each uninterrupted week of neonatal care is a qualifying week. Part weeks are not included.
In adoption cases, a qualifying week only includes time spent in neonatal care after the child was placed with you or, for adoption from overseas, after the date the child entered the UK.
Am I entitled to NCL?
You're entitled to one week of NCL for each qualifying week of neonatal care, up to a maximum of 12 weeks, regardless of length of service. This is in addition to any statutory maternity, paternity, adoption or shared parental leave you may be entitled to.
You'll be eligible for NCL if you have or expect to have responsibility for the child's upbringing and are:
the child's parent;
their intended parent under a surrogacy arrangement;
their adopter or prospective adopter via a UK adoption agency or an adoption from overseas; or
the partner of any of the above at the date of birth, date of placement or date the child entered the UK (if adopting from overseas).
How do I take NCL?
NCL can't be taken during the waiting period, which is the first week of neonatal care. In most cases, you'll already be on maternity, paternity, adoption or shared parental leave during the waiting period. If not, speak to your manager or the HR Team if you need time off. You may be able to take the time off as paid holiday or unpaid leave instead.
In adoption cases, NCL can only be taken in relation to neonatal care that happens after the child is placed with you or, for overseas adoption cases, after the date the child enters Great Britain.
NCL can be taken any time after the waiting period, up to 68 weeks after the date of the birth of the child. Up until seven days after the neonatal care has ended, you can take NCL by notifying your manager on or before the day you want to start your NCL, ideally before the time you would normally be due to start work. From seven days after the neonatal care has ended, up to 68 weeks after the child's date of birth, you can take NCL by giving at least 15 days' written notice to take one week of NCL, or 28 days' written notice to take two or more weeks of NCL. When providing notice of NCL, you should tell us:
the child's date of birth;
in adoption cases, the date of placement, or the date your child entered Great Britain in overseas adoption cases;
the date neonatal care started;
if neonatal care has ended, the date it ended;
the date the period of NCL started or will start; and
the number of weeks of NCL you intend to take;
that you are taking leave to care for the child; and
if it is the first notice of NCL in respect of the child, confirmation that you meet the eligibility requirements as to having a family relationship with the child (see above).
Any NCL taken after the waiting period, and up to seven days after neonatal care has ended, can be taken as one continuous period of a whole number of weeks or as non-consecutive weeks. After this point, and up to 68 weeks after the child's date of birth, NCL must be taken as one continuous period of a whole number of weeks. If you're already taking maternity, adoption, paternity or shared parental leave at the time your child starts neonatal care, you can take your NCL after that leave ends.
How much will I be paid during NCL?
Statutory neonatal care pay (SNCP) is payable during NCL provided your average earnings are not less than the lower earnings limit set by the government each tax year and you have at least 26 weeks' continuous employment ending with the relevant week, which is:
the 15th week before the Expected Week of Childbirth (in birth and surrogacy cases);
the week in which the adoption agency or local authority notified you of a match (in UK adoption cases); or
the week before the neonatal care starts (in any other case).
The rate of SNCP is set by the government each tax year. The HR Team can tell you what the current rates are.
What happens to the rest of my terms and conditions during NCL?
Your terms and conditions of employment remain in force during NCL. Holiday will continue to accrue and may be carried forward to the next holiday year if it can't reasonably be taken before starting your leave. Usually, we'll need you to take any carried over holiday immediately before returning to work.
You're normally entitled to return to work in the position you held before NCL and on the same terms of employment. However, if you've taken NCL and it's not reasonably practicable for us to allow you to return into the same position, we may give you another suitable and appropriate job on terms and conditions that are no less favourable.
If you're a member of a workplace pension scheme, we'll make employer pension contributions during any period of paid NCL, based on your normal salary, in accordance with the pension scheme rules. Any employee contributions will be based on the amount of any NCL you're receiving, unless you tell us that you want to make up any shortfall.
We understand that any of these situations can be extremely distressing. For further information on the assistance and support we offer, please speak to a member of the HR Team. You can also get support and guidance from our Employee Assistance Programme.
Parental Leave
What is parental leave?
We respect that there will be occasions when working parents want to take time off work to care or spend time with their child or children. If eligible, you can to take up to 18 weeks' unpaid leave for each child that you have, up until their 18th birthday. This is on top of any other family leave that you might have taken.
Am I entitled to parental leave?
To be eligible for unpaid parental leave, you must have at least one year's continuous employment with us, have or expect to have responsibility for a child, and be taking the leave to spend time with or otherwise care for the child.
You're considered to have responsibility for a child if you're the biological or adoptive parent or have legal parental responsibility for them in some other way, for example under a court order.
You're entitled to take up to 18 weeks' parental leave in relation to each child. You must tell us of any parental leave you've taken while working for another employer as this counts towards your 18-week entitlement.
How do I take parental leave?
In most cases, parental leave can only be taken in blocks of a week or a whole number of weeks, and you can't take more than four weeks' parental leave a year in relation to each child. Parental leave can be taken up to the child's 18th birthday. Special rules apply where your child is disabled, so you can take parental leave in respect of that child in blocks of less than one week. However, there is still a limit of 4 weeks a year for each child and 18 weeks in total for each child.
You must tell your manager of your intention to take parental leave at least 21 days in advance. It would be helpful if you can give this notice in writing. Your notification should include the start and end dates of the requested period of leave. If you want to start parental leave immediately on the birth of a child, you must give notice at least 21 days before the Expected Week of Childbirth. If you want to start parental leave immediately on having a child placed with you for adoption, you should give notice at least 21 days before the Expected Week of Placement, or if this is not possible, give as much notice as you can. We may ask to see evidence supporting your request for parental leave.
Although we'll try to accommodate your request for parental leave, we may postpone it where it would unduly disrupt our business. We'll discuss alternative dates with you and notify you in writing of the reason for postponement and the new start and end dates, within seven days of receiving your request. We won't postpone parental leave if you have requested it to start immediately on the birth or adoption of a child, or for more than six months.
Carer's Leave
What is Carer's Leave?
You have a right to take up to one week of unpaid time off work in each rolling 12-month period to provide or arrange care for a dependant with a long-term care need.
A dependant for these purposes is:
your spouse, civil partner, parent or child;
a person who lives in the same household as you, but who is not your tenant, lodger, boarder or employee; or
anyone else who reasonably relies on you to provide or arrange care for them.
A long-term care need for these purposes is:
an illness or injury (whether physical or mental) that requires, or is likely to require, care for more than three months;
a disability for the purposes of the Equality Act 2010; or
care for a reason connected to old age.
How much time off can I take?
You can take a minimum of half a working day's leave, up to a maximum of one week's leave. You don't need to take the days consecutively, as long as you take no more than the equivalent of one working week's leave in each rolling 12-month period.
If the amount of time you work each week varies, a week's leave will be an average of a week's work:
if you've been employed for at least a year, this will be calculated by dividing the total of the periods you were normally required to work during the course of a week in the previous 12 months by 52; or
if you've been employed for less than a year, this will be calculated by dividing the total of the periods you were normally required to work during the course of a week by the number of weeks you have been employed.
How do I take Carer's Leave?
To take Carer's Leave, you should give your manager the longer of:
three days' notice; or
twice as many days' notice as the number of days you want to take off.
For example, if you wanted to take 1 day off, you would give 3 days' notice. If you wanted to take 2 days off, you would give 4 days' notice.
You must let your manager know that you're entitled to take Carer's Leave in line with this policy and specify the days you want to take off. If you don't do this, it could be classed as an unauthorised absence.
Sometimes we might need to postpone your Carer's Leave if the operation of the business would be disrupted by your leave. If we do this, we'll let you take the same amount of leave you requested at a mutually convenient time within one month of your request to take leave. We'll also write to you setting out the reasons for the postponement and the days we've agreed you can take Carer's Leave.
Time off for Dependants
What is time off for dependants?
You have a right to take a reasonable amount of unpaid time off work to deal with certain situations affecting your dependants, when necessary to deal with things like illness, disruption of childcare or other emergencies.
A dependant for these purposes is:
your spouse, civil partner, parent or child;
a person who lives in the same household as you, but who is not your tenant, lodger, boarder or employee; or
anyone else who reasonably relies on you to provide assistance, make arrangements or take action of the kind referred to above.
Time off for dependents should be used when it's necessary because of an immediate or unexpected crisis. It shouldn't be taken where you need to take planned time off or provide longer-term care for a dependant. Time off is unlikely to be considered necessary if you knew of a problem in advance but didn't try to make alternative care arrangements. Reasonable time off in relation to a particular problem will not normally be more than one or two days. However, we'll consider each set of circumstances on its facts.
How do I take time off for dependents?
You must tell your manager the reason for your absence and how long you expect to be away from work as soon as possible. If you fail to notify us properly you may be subject to disciplinary proceedings under our Disciplinary policy for unauthorised absence. We may in some cases ask you to provide evidence for your reasons for taking the time off.
Parental Bereavement Leave
What is parental bereavement leave?
You're entitled to take parental bereavement leave if a child has died or been born stillborn after 24 weeks of pregnancy, and you or your partner:
are their parent or foster parent;
have had the child placed with you for adoption;
are their intended parent under a surrogacy arrangement;
are the natural parent of a child who has since been adopted by someone else, and there is a court order allowing you or your partner to have contact with the child; or
look after the child in your in your own home (other than as a paid carer) and have done so for at least 4 weeks.
Parental bereavement leave can be taken as either a single period of leave of one or two weeks, or as two separate periods of one week each, which don't need to be taken consecutively. You're entitled to take parental bereavement leave at any time during the first 56 weeks after the child's death.
How do I take parental bereavement leave?
In the first eight weeks after a child has died, there's no need to give us advance notice to take parental bereavement leave. Please notify your manager OR the HR Team as soon as you can on the day you want your leave to start, ideally before the time you would normally start work, if possible. Someone can do this on your behalf if needed.
To take parental bereavement leave more than eight weeks after the child has died, please give your manager OR the HR Team at least a week's notice, in writing if possible.
How much will I be paid during parental bereavement leave?
You'll qualify for statutory parental bereavement pay (SPBP) if you have at least 26 weeks' continuous employment with us ending on the Saturday before the child died and your earnings are not less than the lower earnings limit set by the government each tax year. SBPB is paid at a rate set by the government each year. The HR Team can tell you what the current rates are.
You'll qualify for [full pay] during [the first week of] parental bereavement leave if you have 2 years' continuous employment with us ending on the Saturday before the child died. This includes any SPBP that you're entitled to for that period.
We understand that any of these situations can be extremely distressing. For further information on the assistance and support we offer, please speak to a member of the HR Team. You can also get support and guidance from our Employee Assistance Programme.
Policy Monitoring and review
We will monitor and review this policy on a regular basis to ensure it is effective, remains fit for purpose and is fully compliant with any changes to Employment Law. We will also monitor and report on the diversity of our organisation on a minimum quarterly basis. If changes are required, we will implement them.
Policy misuse
We take all complaints from colleagues raising concerns in good faith seriously. In the unlikely event that it’s found or suspected that a malicious complaint has been made or one where it was known not to be true, we may take action under the disciplinary policy.
We want to make sure everyone gets the help and support they need during different stages of their life and their career with us. If you’re unsure about any part of this policy, talk to your manager or HR Advisor.