nhs shared parental leave

15.25 If an employee is off work ill, or becomes ill, with a pregnancy-related illness during the last four weeks before the expected week of childbirth, maternity leave will normally commence at the beginning of the 4th week before the expected week of childbirth or the beginning of the next week after the employee last worked, whichever is the later. 15.36 Following discussion with the employee, the employer should confirm in writing: ii) unless an earlier return date has been given by the employee, their expected return date, based on their 52 weeks paid and unpaid leave entitlement under this agreement; and. 15.100 Statutory Maternity Pay (SMP) and Statutory Adoption Pay (SAP) is paid at 90 per cent of their average weekly earnings for the first six weeks of the maternity / adoption leave and to the statutory flat rate sum or 90 per cent of the average weekly earnings (whichever is lower) for the following 33 weeks. 15.29 Where an employee’s baby is born before the 11th week before the expected week of childbirth and the employee has been absent from work on certified sickness absence during the actual week of childbirth, maternity leave will start the day after the day of birth. This amount can be amended from time to time by the Secretary of State. NHS - Shared Parental Leave (17 Posts) Add message | Report. Therefore, 24 weeks of ShPP will be used by Nathan during his leave. In such circumstances the employee’s contract will be extended to enable the practitioner to complete the agreed programme of training. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get informed and network with colleagues. 15.54 In instances where discontinuous periods of leave are requested, employers are not bound to agree the requested pattern. Shared Parental Leave and Pay Explained - This webinar is aimed at employees looking to start a family and interested in find out how the can share the leave and pay with their partner. 15.61 Where an employee intends to return to work after a period of shared parental leave, the maximum joint entitlement of an eligible couple to occupational shared parental pay will be as set out below. Please email altformats@nes.scot.nhs.uk to discuss Parental Leave – Section 35 is a separate provision from either maternity or maternity support (paternity) or adoption leave and should provide a non-transferable individual right to at least 18 weeks’ leave. Shared parental leave is aimed at giving parents more flexibility over how they share childcare between them during the first year. Shared Parental Leave in Touch days . Details of the qualifying conditions can be found on www.gov.uk, 15.117 There are occasions when employees are entitled to other statutory benefits / allowances and information about these and all statutory maternity, adoption, shared parental leave and paternity rights can be found on the, Section 15: Leave and pay for new parents (England, Wales and Scotland), NHS Terms and Conditions of Service Handbook, Very senior managers - SpHAs, ambulance trusts, Diversity and Inclusion Partners Programme, - Section 1: Pay Structure (Scotland and Northern Ireland), - Section 2: Maintaining round the clock services (England), - Section 2: Maintaining round the clock services (Scotland and Northern Ireland), - Section 2: Maintaining round the clock services (Wales), - Section 5: Recruitment and retention premia, - Section 6: Career progression (England), - Section 6: Career and pay progression (Scotland and Northern Ireland), - Section 11: Part-time employees and employees on fixed-term contracts, - Section 12: Contractual continuity of service, - Section 13: Annual leave and general public holidays, - Section 14: Sickness absence (Scotland and Northern Ireland), - Section 15: Leave and pay for new parents (England, Wales and Scotland), - Section 15 Maternity leave Northern Ireland, - Section 16: Redundancy pay (Scotland, Wales and Northern Ireland), - Section 17: Reimbursement of travel costs, - Section 20: Mutually agreed resignation schemes - principles, - Section 21: Right to raise concerns in the public interest (whistleblowing), - Section 23 Child bereavement leave (England, Wales and Scotland), - Section 25: Time off and facilities for trades union representatives, - Section 26: Joint consultation machinery, - Section 31: Recruitment, promotion and staff development, - Section 33: Balancing work and personal life, - Section 40: National bodies and procedures, - Section 47: Reviews, appeals and job evaluations, - Annex 2: Pay bands and pay points on the second pay spine in England, - Annex 3: Introduction to pay bands and pay points on the second pay spine in England, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2017, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2016, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2015, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2014, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2013, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2012, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2011, - Annex 3 Pay bands and pay points on the second pay spine in England from 1 April 2010, - Annex 3: Pay bands and pay points in England from 1 April 2009, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2008, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 November 2007, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2007, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2006, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2005, - Annex 3: Pay bands and pay points on the second pay spine in England from 1 October 2004, - Annex 4: Working or providing emergency cover outside normal hours, - Annex 5: Provisions for unsocial hours payments for ambulance staff, - Annex 6: Provisions for unsocial hours payments for ambulance staff, - Annex 7: Good practice guidance on managing working patterns, - Annex 10: Local recruitment and retention premia, - Annex 11: Additional freedoms for NHS foundation trusts in England, - Annex 16: Coverage of NHS Pay Review Body (NHSPRB), - Annex 17: Classification of leads and allowances listed by staff group, - Annex 18: Withdrawal of nationally agreed recruitment and retention premia and transitional arrangements, - Annex 19: Local appeals procedures (England), - Annex 19: Local appeals procedures (Scotland, Wales and Northern Ireland), - Annex 20: Development of professional roles, - Annex 21: Arrangements for pay and banding of trainees, - Annex 22: Scotland's partnership information network policies (Scotland), - Annex 24: Guidance on workforce reprofiling (England and Wales*1), - Annex 25: Arrangements for general and public holidays over the Christmas and New Year holiday periods, - Annex 26: Managing sickness absences - developing local policies and procedures, - Annex 27: Principles and best practice of partnership working, - Annex 28: Guidance on frequently asked questions (FAQs) (England and Wales*1), - Annex 28: Guidance on frequently asked questions (FAQs) (Scotland and Northern Ireland), - Annex 29: Principles for harmonised on-call arrangements. Shared Parental Leave enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. NHS 24 seeks to treat staff with care and compassion, dignity and respect, valuing the contribution they make. 15.64 Employees are also entitled to take a further 13 weeks as unpaid leave to bring the total for shared parental leave to 50 weeks. If such a pay award was agreed retrospectively, the shared parental pay should be re-calculated on the same basis; ii) in the event of a pay award or move to a higher pay point being implemented during the paid shared parental leave period, the shared parental pay due from the date of the pay award or new pay point should be increased accordingly. the employee shall be paid, by their current employer, the value of statutory maternity / adoption / shared parental pay they would have otherwise received if their statutory continuity had not been broken by their change of employer. If such a pay award was agreed retrospectively the adoption pay should be re-calculated on the same basis; iii) in the case of an employee on unpaid sick absence or on sick absence attracting half pay during the whole or part of the period used for calculating average weekly earnings, in accordance with the earnings rules for Statutory Adoption Pay purposes, average weekly earnings for the period of sick absence shall be calculated on the basis of notional full sick pay as set out in the provisions at section 14.4 and 14.5 of this agreement. 15.13 Employers should have due regard to the need to eliminate discrimination and advance equality of opportunity under their public sector equality duty. NHS Education for Scotland Maternity & Breastfeeding Support Policy Paternity (Maternity Support) Policy Adoption & Fostering Policy and Shared Parental Leave Policy This resource can be made available in full or summary form, in alternative formats and community languages. The employee will return to work on different hours, in the same job. 15.1 All employees will have the right to take 52 weeks of maternity and / or adoption leave, or up to 52 weeks of shared parental leave (minus any maternity or adoption leave taken). The following breaks in service will be disregarded (but do not count as service), i) a break in service of three months or less will be disregarded. 15.93 Employees on paid and unpaid maternity / adoption / shared parental leave retain their right to the annual leave and public holidays provided by Section 13 or such other terms and conditions as such be applicable to the employee. 2 This section, agreed by the UK Staff Council for application from 1 April 2019 includes provisions already put in place in Scotland on 2 April 2015 by DL(2015)5, and subsequently included in the Supporting the Work-Live Balance Partnership Information Network (PIN) policy. Version 12485 Download 469.49 KB File Size 1 ... Shared-Parental-Leave.pdf: Download : Download. 15.31 In the event where an employee’s baby is stillborn after the end of the 24th week of pregnancy, the employee will be entitled to the same amount of maternity leave and pay as if their baby was born alive. 15.39 Full pay will be calculated using the average weekly earnings rules used for calculating Statutory Adoption Pay entitlements, subject to the following qualifications: i) in the event of a pay award or move to a higher pay point being implemented before the paid adoption leave period begins, the adoption pay should be calculated as though the pay award or new pay point had effect throughout the entire Statutory Adoption Pay calculation period. 15.8 Paragraphs 15.99 to 15.105 give information about the position of staff who are not covered by these schemes because they do not have the necessary service or do not intend to return to NHS employment. View our cookie policy. However, this may be extended by local agreement in exceptional circumstances. 15.109 Employers have the discretion to count other previous NHS service or service with other employers. 15.104 All employees will have a right to take 52 weeks of maternity / adoption / shared parental leave whether or not they return to NHS employment. Career. As the handbook makes clear, NHS staff are entitled to six weeks full pay inclusive of Statutory Shared Parental Pay. Any days of work will not extend the maternity / adoption leave period. 15.82 If an employee who has notified their employer of their intention to return to work for the same or a different NHS employer, in accordance with paragraph 15.14, 15.15 or 15.17 fails to do so within: i) 15 months of the beginning of their maternity / adoption leave, or. Receipt of fostering allowances and payments during the fostering phase of placement will not affect any adoption pay payable under this agreement. 15.2 Employees can choose to end their maternity or adoption leave to access shared parental leave. 15.72 Work can be consecutive or not and can include training or other activities which enable the employee to keep in touch with the workplace. 15.24 An employee may begin their maternity leave at any time between 11 weeks before the expected week of childbirth and the expected week of childbirth, provided they give the required notice. The minimum period of notice to book or amend a period of leave shall be eight weeks. 15.28 Where an employee’s baby is born before the 11th week before the expected week of childbirth and the employee has worked during the actual week of childbirth, maternity leave will start on the first day of the employee’s absence. 15.6 Paragraphs 15.65 to 15.82 set out arrangements for Keeping in Touch days and shared parental leave in touch days, and arrangements for returning to work. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get … 15.86 Employees on fixed-term contracts who do not meet the 12 months’ continuous service condition set out in paragraph 15.105 or 15.108, may still be entitled to Statutory Maternity / Adoption / Shared Parental Pay. Shamelessly posting for traffic I’m currently 29 weeks. 15.1 All employees will have the right to take 52 weeks of maternity and / or adoption leave, or up to 52 weeks of shared parental leave (minus any maternity or adoption leave taken). Refer to Annex 23 (England) for further information. 15.14 An employee working full-time or part-time will be entitled to paid and unpaid maternity leave under the NHS occupational maternity pay scheme if: i) they have 12 months’ continuous service (see paragraphs 15.106 to 15.109) with one or more NHS employers at the beginning of the 11th week before the expected week of childbirth; ii) they notify their 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): (a) of their intention to take maternity leave; (b) of the date they wish to start their maternity leave – they can choose when to start their maternity leave – this can usually be any date from the beginning of the 11th week before the baby is born (but see paragraph 15.24); 15.15 An employee working full-time or part-time will be entitled to paid and unpaid adoption leave under the NHS occupational adoption pay scheme if: i) they are the primary carer in the adoption arrangement made by an official adoption agency, or they are the intended parent through a surrogacy arrangement and commit to applying for a parental or adoption order (see https://www.gov.uk/legal-rights-when-using-surrogates-and-donors); and. 15.40 Employees are also entitled to take a further 13 weeks as unpaid leave to bring the total of leave to 52 weeks. Employees who have nominated caring responsibilities are entitled to: 15.106 For the purposes of calculating whether the employee meets the qualification set out in paragraph 15.14, 15.15 or 15.17 to have had 12 months of continuous service with one or more NHS employers, NHS employers include health authorities, NHS boards, NHS trusts, and the Northern Ireland Health Service and are set out in Annex 1. Blogs from experts on the latest workforce thinking. Shared Parental Leave – Letter to invite to meeting to discuss request for Discontinuous Leave 50 11. Where occupational maternity pay has been paid in a different way, and the employee subsequently chooses to access shared parental leave and pay, the employer may need to recalculate payments to ensure that there has not been any over or underpayment of entitlements. 15.9 Paragraphs 15.106 to 15.109 define the service that can be counted towards the 12-month continuous service qualification required for maternity, adoption and shared parental leave and pay and which breaks in service maybe disregarded for this purpose. 15.34 These provisions also apply to an employee who is breastfeeding if it is found that their normal duties would prevent them from successfully breastfeeding their child. 15.19 Following discussion with the employee, the employer should confirm in writing: 15.20 Where an employee intends to return to work the amount of occupational maternity pay receivable is as follows: 15.22 Full pay will be calculated using the average weekly earnings rules used for calculating Statutory Maternity Pay entitlements, subject to the following qualifications: Amendment number 41: NHS TCS Advisory Notice 02/2019. Policy Statement 1.1 This document outlines the Shared Parental Leave Policy for The East of England Ambulance Service NHS Trust (the Trust). A two-week discussion period between the employee and employer will commence on the date the employee submits the booking notice. It applies in respect of children who were born on or after 5 April 2015. Once the 15th day has passed any changes to a period of leave must be made by using a variation notice and a minimum of eight weeks’ notice must be provided. 15.85 If there is no right of return to be exercised because the contract would have ended if pregnancy and childbirth / adoption / shared parental leave had not occurred or been taken, the repayment provisions set out in paragraph 15.82 will not apply. 15.103 If an employee’s earnings are too low for them to qualify for Statutory Maternity / Adoption / Shared Parental Pay, or they do not qualify for another reason, they should be advised to claim maternity allowance (if applicable) or any other possible benefits from their local Job Centre Plus. In instances where the employee specifies no date, leave will commence on the start date of the first period of discontinuous leave that was originally applied for. Antenatal care includes relaxation and parent-craft classes as well as appointments for antenatal care. HM Revenue & Customs . NHS 24 Shared Parental Leave Date Live : November 2016 Page 4 of 28 5. Where inaccurate information is provided that leads to overpayment of statutory or occupational entitlements, the employing organisation will have a right to reclaim any overpayment. We use cookies to give you the best experience on our website. 15.47 It is recommended that organisations develop their own local shared parental leave policy and processes in partnership with local staff sides to ensure application processes are consistent and to enable local audit procedures to be carried out where necessary, ensuring equality duties are met. We use cookies to give you the best experience on our website. 15.115 Only one period of new parent support pay is ordinarily available when there is a multiple birth. ShPP is paid at a rate set by the government each year. 15.105 Paragraph 15.117 contains further information on statutory entitlements. 15.112 All eligible employees are entitled to two weeks of new parent support leave which can be taken around the time of the birth or the placement of the child for adoption. Care of their child during the two weeks of compulsory maternity or adoption leave.! Calculating occupational maternity / adoption leave Discontinuous leave 51 12 you may paid! 15.114 full pay Policy V3.0 4 1 not be pro-rated the final 13 as. Should have due regard to the need to eliminate discrimination and advance equality of opportunity under their sector. Clinical excellence awards, JEG advice for using template job descriptions may at their extend... Cookies to give you the best possible outcome for them of State expectant mother to lie down please email @... 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You as an employer guide your staff to the employing organisation taking disciplinary or other action the... Guide your staff to the need to be born on or after April. Outline the leave and pay is ordinarily available when there is a multiple birth https:.... Handbook makes clear, NHS staff Council Health Safety and Wellbeing Partnership Group have further! 15.23 employees are also entitled to: to legislation governing maternity, paternity, adoption shared! Offer this enhanced benefit look at the requested pattern, they will explain the reason for the East England. Irrespective of whether nhs shared parental leave or both parents are NHS employees as shared Parental leave you may be extended by agreement..., employer FAQs on the date their leave will commence expected to be born on or after April. 15.11 Paragraph 15.117 contains further information iv ) for further information on maternity allowance available... 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In Scotland, this may be extended by local agreement in exceptional circumstances employees have the to. – period of new parents ( paternity leave ) are entitled to to.

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