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All Your Parents’ Rights in One Article

All Your Parents’ Rights in One Article

Parents have a myriad of rights to leave to care for their children. It can get very confusing, and won’t get any clearer when the rather complex Shared Parental Leave comes into force. This article sets out the different types of leave, who qualifies and what rights there are to pay during leave.

Maternity Leave

You can take up to 26 weeks of ordinary maternity leave (OML) and a further 26 weeks additional maternity leave (AML), regardless of how long you have worked for your employer. In order to qualify, you must tell your employer the date when you wish to start your leave before the end of the 15th week before you’re due to give birth. The first 2 weeks after birth are compulsory maternity leave, when you are not permitted to work.

Qualifying employees are entitled to a maximum of 39 weeks statutory maternity pay (SMP). For the first six weeks you are paid at 90% of your salary, the remaining 33 weeks are paid at the lower of either the standard rate of £136.78, or 90% of your average gross weekly earnings. The statutory rate will rise to £138.18 on 6 April 2014. Check your company maternity policy because some employers offer enhanced maternity pay.

Terms and conditions of your employment continue during your maternity leave, except in respect of pay. You should continue to receive your non-cash contractual benefits such as medical insurance or a company car if this is for personal as well as business use. You are also entitled to any pay rises given during your leave, though this will take effect on your return unless within the first 6 weeks when maternity pay is determined by a percentage of your salary.

Holidays accrue during maternity leave and can be taken before or after your leave but not during.

You have the right to return to the same job after OML. After AML, your employer can offer a suitable and appropriate alternative if it is not practical for you to return to the same job.

Paternity Leave

Dads, or mum’s partner, are entitled to 2 weeks’ Ordinary Paternity Leave (OPL) paid at £136.78, rising to £138.18 on 6 April 2014. Many employers offer this at full pay. Although most men choose to take the leave as the baby is born, it can be taken at any time within 56 days of the birth. To qualify, dad must have had at least 26 weeks’ service 14 weeks before the due date.

If dad qualifies for OPL he is also entitled to APL, if mum goes back to work. APL cannot be taken until baby is 20 weeks old and no later than baby’s first birthday. Dad must be working for the same employer as he was when he took OPL. He is entitled to the unexpired portion of mum’s SMP, paid at the same rate.

Parental Leave

All parents are entitled to take up to 18 weeks unpaid parental leave before their child is 5. The leave accrues in respect of each child, so a parent of 3 children could take up to 54

weeks. Leave must be taken in blocks of a week and can be limited to 4 weeks per year. Employers can postpone the leave for up to 6 months where the business would be unduly disrupted.

To take the leave, employees must have been with their employer for at least a year. Leave can move between employers, so for example if you had taken 3 weeks leave and got a new job, you could take up to 15 weeks in that new job once you had been there for a year.

Dependants Leave

All employees are entitled to a reasonable amount of unpaid leave to deal with dependants who are ill or injured. The leave is also available because of unexpected disruption of childcare or to deal with an incident at school.

Shared Parental Leave

There has been much publicity around Shared Parental Leave, due to apply to parents of children born after April 2015. Parents will be able to share 50 weeks’ leave after the 2 week compulsory maternity leave. They can take leave in consecutive blocks or at the same time. They can even ask their employer for non-continuous leave, though employers will have the right to refuse this. Maternity and Paternity pay will remain at current levels.

To qualify, employees must have 26 weeks’ service 14 weeks before the baby’s due date. Both parents must meet the “economic activity test”, which is to say they must have worked for at least 26 of the 66 weeks before the baby is born, and have earned at least £30 per week for at least 13 of those weeks.

Flexible working

Parents and carers have the right to request flexible working, such as working part time hours, changing the hours they work or working from home. An employer can only refuse a request for a sound business reason. If the employer refuses to consider the request or refuses it based on incorrect facts, the employee can complain to the Employment Tribunal.


black new logoAuthor: Louise Taft (Prolegal). Prolegal provides prestigious expertise without the elevated costs expected in this area. We employ the people, the resources and the technology needed to deliver you the highest quality of service in employment law.

Are you worrying too much about returning to work?

Are you worrying too much about returning to work?

Some people thinking about returning to work find they are consumed by worries. These often start with ‘What if…?’

What if …. I can’t do this work anymore?
What if … no-one will employ me anymore?
What if …. my children/partner/family miss me?
DepressionWhat if …. I’m not able to take time off for emergencies?
What if … I can’t find a flexible role in my field?
What if … I fail?
What if … I can’t get good childcare?

The volume and variety of doubts and fears can be enough to cause paralysis and prevent any further progress with activities that might eventually lead to a new role. Everything feels too risky.

Getting beyond worry

If you are finding that your worries crowd in every time you think about how to return to work, what can you do?

  • Write down all your worries. Getting them out of your head and seeing them written down can reduce their power over you. Some of them might seem more manageable once you lay them out.
  • Talk your worries through with a trusted friend or your partner. Articulating your concerns, and investigating them with a compassionate and understanding companion, can help you to see them from a new perspective and loosen their hold on you.
  • Ask yourself ‘What’s the worst that can happen?’ – you might find it is not so bad.
  • Think about how you could test out your worry with an experiment which feels less risky. For example: take a refresher training course or find a small volunteer project to remind you of your professional skills; commit to an activity you enjoy which means you are unavailable to your family for a fixed, regular but small amount of time and see how they cope.
  • Remember that worries and doubts are normal in any change, so don’t wait for them to go away before taking action.
  • If your worries stem from needing to let go of certain domestic roles or jobs that you have always held, work out how you might be able to delegate or renegotiate and get some practice.

For more ideas and to address specific worries, take a look at our posts on being a martyr or perfectionist, feeling selfish, regaining confidence and being overly self-critical.

julianne&katerinaAuthor: From the blog Women Returners: Back to Your Future aka Julianne Miles and Katerina Gould, an occupational psychologist and an executive coach who support professional women to return to work after a long career break.

7 Ideas for Inspiring Flexible Working in your Workplace

7 Ideas for Inspiring Flexible Working in your Workplace

Especially for International Women’s Day Anna Meller wrote an e-book to help women inspire change at work, and helping you make your workplace a more flexible one. Anna firmly believes you an inspire change to, after all “change happens best when nobody notices” and “small changes add up”. Just pick one or two that you feel are most likely to succeed in your organisation and help build more flexible workplaces.

Anna’s top 7 most practical tips for inspiring flexible working

  • Re-design your job for flexibility, start by defining your job objectives, and make sure you get clarity on what you are meant to achieve and what you should focus your time and energy on.
  • When you are looking for more flexibility, consider working the same hours, and look for ways you can redistribute your hours eg. to evenings, early mornings, weekends or distance working.
  • When your organisation is hiring, mention there are flexible recruitment agencies that may well bring in the talent they are looking for if they can offer more flexibility.
  • Schedule a team meeting to discuss work life balance, and what it means to different people in your team. How can you support each other in achieving this?
  • Have you got all the skills you need for flexible working? Check it out on the e work life assessment tool and identify skills gaps for yourself or your team.
  • Be a role model. If you are a middle or senior manager working flexibly, be visible. It’s invaluable to show others that it can be done, inside and outside the organisation.
  • Identify the business case for flexible working for your organisation. There’s a good one on the Agile Future Forum to help you get started.

Would you like to know more? You can read the full story in Anna Mellers e-book: Ten Ideas for Inspiring Change in the Workplace .

Author: Inge Woudstra, Trainer, Speaker, Consultant and Founding Director of Mum & Career