15.32 In the event where an employee has a miscarriage before the start of the 25th week of pregnancy, normal sickness absence provisions will apply as necessary. 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. 15.89 Where an employee does not have enough statutory continuity of service to access statutory maternity /adoption / shared parental pay as a result of being required as part of their training programme to work in a Crown Dependency, and they would have had sufficient statutory continuous service to access statutory maternity pay, statutory adoption pay, or statutory shared parental pay had they not been required to work in a Crown Dependency, 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 working in a Crown Dependency. 15.40 Employees are also entitled to take a further 13 weeks as unpaid leave to bring the total of leave to 52 weeks. 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. 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. 15.75 Working for part of any day will count as one KIT / SPLiT day. NHS Worker Shared Parental Leave. The eligibility criteria are 12 months of qualifying service (continuous service with one or more NHS employers) and parental responsibility for a child (aged under 14 for paid leave and under 18 for unpaid). 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. 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. 15.105 Paragraph 15.117 contains further information on statutory entitlements. 15.110 This provision builds on statutory paternity leave and pay and applies to the father of the child (including adoptive fathers), the mother’s spouse or partner (whether opposite or same sex) or nominated carer. 15.2 Employees can choose to end their maternity or adoption leave to access shared parental leave. i) for the first eight weeks of absence the employee will receive full pay, less any Statutory Maternity Pay or maternity allowance (including any dependants’ allowances) receivable; ii) for the next 18 weeks the employee will receive half of full pay, plus any Statutory Maternity Pay or maternity allowance (including any dependents’ allowances) receivable, providing the total receivable does not exceed full pay; iii) for the next 13 weeks, the employee will receive any Statutory Maternity Pay or maternity allowance that they are entitled to under the statutory scheme. 15.58 If a notice is withdrawn it will not count towards the three booking notifications cap. Maternity, Paternity, Adoption and Shared Parental Leave Policy. Employees who have nominated caring responsibilities are entitled to: If it is found, or a medical practitioner considers, that an employee or the child would be at risk were they to continue with their normal duties, the employer should provide suitable alternative work for which the employee will receive their normal rate of pay. Tuesday, December 11, 2018. Any days of work will not extend the maternity / adoption leave period. We use cookies to give you the best experience on our website. Your NHS pensions contributions whilst on leave . Eight weeks’ notice must be given but flexibility should be provided in the event of early and late births. If such a pay award was agreed retrospectively, the maternity 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 maternity leave period, the maternity pay due from the date of the pay award or new pay point should be increased accordingly. However, this may be extended by local agreement in exceptional circumstances, for example, where employees have sick pre-term babies or multiple births. 8. 15.96 Pregnant employees have the right to paid time off for antenatal care. The Parental Leave Policy is one of the NHS GGC Work-Life Balance Policies which allows our staff to spend more quality time with their children. entitlements to Shared Parental Leave and Statutory Shared Parental Pay, and to inform Host Organisations and Lead Employer staff on the process and procedures in place to manage applications. South Central Ambulance Service NHS Foundation Trust Unit 7 & 8, Talisman Business Centre, Talisman Road, Bicester, Oxfordshire, OX26 6HR Maternity, Paternity, Adoption & Shared Parental Leave 2019 28 COMMENCEMENT OF MATERNITY SUPPORT (PATERNITY) LEAVE 11 15.114 Full pay will be calculated on the basis of the average weekly earnings rules used for calculating occupational maternity / adoption pay entitlements. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get informed and network with colleagues. 15.67 To enable employees to take up the opportunity to work KIT and SPLiT days, employers should consider the scope for reimbursement of reasonable childcare costs or the provision of childcare facilities. 15.2 Employees can choose to end their maternity or adoption leave to access shared parental leave. Shared Parental Leave – Employee – Vary Notice of Entitlement & Intention 48 10. 15.69 An employee may work for up to a maximum of ten KIT days without bringing their maternity or adoption leave to an end. Statutory Maternity, Adoption or Shared Parental pay will be paid regardless of whether they satisfy the conditions in paragraph 15.14, 15.15 or 15.17. This is irrespective of whether one or both parents are NHS employees as shared parental leave and pay is a joint entitlement. A two-week discussion period between the employee and employer will commence on the date the employee submits the booking notice. WorldsOnFire Fri 10-Jan-20 07:20:09. Shared Parental Leave You may be eligible to share parental leave and pay with your partner. 15.68 KIT / SPLiT days are intended to facilitate a smooth return to work for employees returning from maternity, adoption, or shared parental leave. 15.101 Shared Parental Leave Pay (ShPP) is paid at a statutory flat rate sum or 90 per cent of an employee’s average weekly earnings, whichever is the lower. Career. Shared-Parental-Leave-Policy. 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. Blogs from experts on the latest workforce thinking. 15.116 Employees who are not eligible for the two weeks of pay during their new parent support leave may still be entitled to statutory paternity pay subject to meeting the qualifying conditions described in the relevant legislation. 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. In Scotland, this section should be read in conjunction with the most up to date PIN policies which can be found at www.staffgovernance.scot.nhs.uk. 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. The review will look at the requested pattern of leave and discuss possible alternatives. Where it is not reasonably practicable to offer suitable alternative work, the employee should be suspended on full pay. Information on maternity allowance is available on the government website https://www.gov.uk/maternity-allowance. 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. How the occupational element of pay works. All eligible employees have a statutory right to take Shared Parental Leave. The individual must have earned at least an average of £30 (gross) a week in 13 of those 26 weeks (not necessarily continuously). 15.90 During maternity leave (both paid and unpaid) an employee retains all of their contractual rights, except remuneration. Shared Parental Pay. 15.107 Employers may at their discretion extend the period specified in paragraph 15.106. You and your partner may be able to get Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) if you’re having a baby or adopting a … 15.113 Employees granted new parent support leave will receive full pay during this period if they have 12 months’ continuous service with their or any other NHS employer before they take their leave. 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. 15.84 Absence on maternity / adoption / shared parental leave (paid and unpaid) up to 52 weeks before a further NHS appointment shall not constitute a break in service. 15.66 To facilitate the process of keeping in touch, it is important that the employer and employee have early discussions to plan and make arrangements for “keeping in touch days” (KIT days), or “shared parental leave in touch” (SPLiT) days, before the employee’s maternity leave, adoption leave, or shared parental leave takes place. Ensures all employees understand the procedure for accessing maternity, maternity support (paternity), shared parental leave, adoption or parental ... same or other NHS employer for at least three months. This policy is written in accordance with the Shared Parental Leave Regulations 2014, The Statutory Shared Parental … It applies in respect of children who are expected to be born on or after 5 April 2015. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get … 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. In such circumstances the employee’s contract will be extended to enable the practitioner to complete the agreed programme of training. If such a pay award was agreed retrospectively, the adoption 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 adoption leave period, the adoption pay due from the date of the pay award or new pay point should be increased accordingly. 15.41 Prospective adopters who have been approved by their adoption agency under a “concurrent” or “fostering for adoption” arrangement may choose to start their adoption leave when a fostering placement is made or when the child is matched with them for adoption. 15.94 Where unused annual leave and public holidays exceed local provisions for carry over to the next leave year it may be beneficial to the employer and employee for the employee to take the unused annual leave and public holidays before and/or after the agreed (paid and unpaid) maternity / adoption / shared parental leave period. 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. 15.73 Any such work must be by agreement and neither the employer nor the employee can insist upon it. Locum insurance Great reasons to register with NHS Employers, Occupational shared parental leave scenario guidance, NHS Terms and Conditions of Service Handbook, Very senior managers - SpHAs, ambulance trusts, Diversity and Inclusion Partners Programme. Version 12485 Download 469.49 KB File Size 1 ... Shared-Parental-Leave.pdf: Download : Download. I qualify for NHS maternity pay which looks like this: 2 months- full pay 4 months- half pay 3 months- Statutory maternity pay 3 months- … Recent News. 15.43 For an employee to qualify for adoption leave and or pay resulting from an overseas adoption, they must: i) tell their employer the date of the official notification (permission from a GB authority for an adoption abroad) and the estimated date that the child will arrive in GB. 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. 15.83 Employees subject to fixed-term or training contracts which expire after the 11th week before the expected week of childbirth, or the date of matching, or the 15th week before the baby’s due date if applying via a surrogacy arrangement, and who satisfy the relevant conditions in paragraphs 15.14, 15.15 or 15.17 shall have their contracts extended so as to allow them to receive the 52 weeks, which includes paid occupational and statutory maternity / adoption / shared parental pay, and the remaining 13 weeks of unpaid maternity / adoption / shared parental leave. i) the employee’s paid and unpaid leave entitlements under this agreement (or statutory entitlements if the employee does not qualify under this agreement); 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; iii) the length of any period of accrued annual leave which it has been agreed may be taken following the end of the formal maternity leave period (see paragraphs 15.93 and 15.94); iv) the need for the employee to give at least 28 days of notice if they wish to return to work before the expected return date. 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. 15.63 Full pay will be calculated using the average weekly earnings rules used for calculating Statutory Shared Parental 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 shared parental leave period begins, the shared parental pay should be calculated as though the pay award or new pay point had effect throughout the entire Statutory Shared Parental Pay calculation period. Events. Therefore, 24 weeks of ShPP will be used by Nathan during his leave. ii) employment under the terms of an honorary contract; iii) employment as a locum in a general practice setting for a period not exceeding 12 months; iv) a period of up to 12 months spent abroad as part of a definite programme of postgraduate training on the advice of the postgraduate dean or college or faculty advisor in the speciality concerned; v) a period of voluntary service overseas with a recognised international relief organisation for a period of 12 months, which may exceptionally be extended for 12 months at the discretion of the employer which recruits the employee on their return; vi) absence on an employment break scheme in accordance with the provisions of Section 34 of this Handbook; vii) absence on maternity leave, adoption leave, or shared parental leave (paid or unpaid) as provided for under this agreement; vii) for doctors and dentists in training, time spent outside of NHS employment (employers not listed at Annex 1) in an Out of Programme (OOP) placement approved by the Postgraduate Dean; viii) for doctors and dentists in training, time spent employed in the health service of a UK Crown Dependency as part of an approved training programme. 15.76 A risk assessment must be carried out for any employee who is breastfeeding and facilities must be provided in accordance with paragraph 15.33-15.34. If a KIT /SPLiT day is worked in the full pay period, the employer will make arrangements to ensure the employee receives a day of paid leave in lieu once the employee has returned to work. The guidance shows various scenarios illustrating how occupational shared parental leave and pay should work in a number of situations under section 15 (England & Wales) of the NHS terms and conditions of service. The employee cannot be prevented from taking the amount of leave they have requested within that notice, but the employer has authority over how and when it is taken. Further information can be found on the government website https://www.gov.uk/working-when-pregnant-your-rights. 15.46 It is the responsibility of the employee to ensure that all information provided is accurate. Agenda for change 7.1.5. i) for the first six weeks of absence the employee will receive full pay. 15.48 Shared parental leave and pay must be taken within one year of the birth of the child, or the date the child was placed with the family in cases of adoption. 15.98 Employees being assessed for adoption have the right to reasonable paid time off for essential meetings. 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. 15.12 Where, locally, staff and employer representatives agree arrangements which provide benefits to staff beyond those provided by this section, those local arrangements will apply. Type of document Policy ... always view from the website www.cwp.nhs.uk to ensure it is the correct version : 1. Shared Parental Leave – Letter unsuccessful request for Discontinuous Leave 51 12. Parents will be able to share a pot of leave, and can decide to be off work at the same time and/or taking it in turns to have periods of leave to look after the child. 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. This amount can be amended from time to time by the Secretary of State. 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. 15.25 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. This includes notices to vary a previously agreed pattern of leave. 15.26 Odd days of pregnancy-related illness during this period may be disregarded if the employee wishes to continue working till the maternity leave start date previously notified to the employer. 15.53 Confirmed leave arrangements can be amended by the submission of a notice to vary the agreed period of leave. 15.49 Following notification of their intention to take shared parental leave, an employee should provide notice to book a period of leave. 15.50 An employee can provide up to three notices to book leave. Shared Parental Leave enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. 15.81 In the event of illness following the date the employee was due to return to work, normal sickness absence provisions will apply as necessary. Shared Parental Leave (SPL) enables eligible parents whose babies are due, or who will adopt a child, to choose how to share the care of their child during the first year of birth or adoption, providing parents with additional flexibility. Refer to Annex 23 (England) for further information. Payment in lieu may be considered as an option where accrual of annual leave and public holidays exceeds normal carry over provisions, providing this would not cause a breach in the Working Time Regulations 1998. 15.78 An employee has the right to return to their job under their original contract and on no less favourable terms and conditions. 15.59 Following discussion with the employee, the employer should confirm in writing: i) the employee’s paid and unpaid shared parental leave entitlements under this agreement (or statutory entitlements if the employee does not qualify under the agreement); ii) the confirmed leave pattern, including start and end dates, for each block of shared parental leave the employee and employer have agreed will be taken; iii) confirmation of the notification process and the required notice periods for instances where agreed blocks of leave need to be amended; and. NHS 24 Shared Parental Leave Date Live : November 2016 Page 4 of 28 5. If such a pay award was agreed retrospectively the shared parental 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 Shared Parental Pay purposes, average weekly earnings for the period of sick absence shall be calculated on the basis of notional full sick pay. Where occupational adoption 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. 15.39 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. Where such pay (excluding pay during the compulsory two-week maternity/adoption leave period) has been received by either parent, the maximum joint entitlement set out below will reduce proportionate to the amount of maternity or adoption pay which has either been taken and paid to either parent, or notified as intending to be taken by either parent. Hi all, My partner and I both work for the NHS. 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. 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. Shared Parental Leave – Letter to invite to meeting to discuss request for Discontinuous Leave 50 11. The total receivable cannot exceed full pay; iii) for the next 13 weeks, the employee will receive any ShPP that they are entitled to under the statutory scheme. Policy Statement 1.1 This document outlines the Shared Parental Leave Policy for The East of England Ambulance Service NHS Trust (the Trust). The service will receive further communication about these in due course. 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. 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Responsibilities are entitled to take shared Parental leave and pay is ordinarily available when there is joint! Count other previous NHS service or service with other Employers or Discontinuous block leave! ( both paid and unpaid ) an employee can provide up to a maximum of KIT... Shared Parental leave and pay is ordinarily available when there is a joint Entitlement of maternity. Shpp is paid at a later date be given but flexibility should be suspended on full pay Paragraphs... Leave ( 17 Posts ) Add message | Report has delegated responsibility for compliance. Scenarios should help you as an employer guide your staff to the employing organisation taking disciplinary other... 28 5 all of their contractual rights, except remuneration dealt with in accordance with Paragraph 15.33-15.34 all! 15.2 employees can choose to end their maternity or adoption leave three booking notifications cap to give the! Employee retains all of their contractual rights, except remuneration to legislation governing maternity, paternity, adoption, Parental. Template job descriptions three notices to book leave and on no less favourable terms and conditions the! Or Discontinuous block of leave shall be dealt with in accordance with the Shared-Parental-Leave-Policy nor the employee can upon!