The review will look at the requested pattern of leave and discuss possible alternatives. In the limited circumstances where the employer refuses the requested pattern, they will explain the reason for the refusal. iv) the length of any period of accrued annual leave which it has been agreed may be taken following the end of shared parental leave (see paragraphs 15.93 and 15.94). Any days of work will not extend the maternity / adoption leave period. 1 Scotland has its own established pay progression arrangements which will continue to operate until the revised approach negotiated through the Scottish terms and conditions committee is put in place. POL099 – Shared Parental Leave Policy V3.0 4 1. 15.30 Where an employee’s baby is born before the 11th week before the expected week of childbirth and the baby is in hospital, the employee may split their maternity leave entitlement, taking a minimum period of two weeks’ leave immediately after childbirth and the rest of their leave following their baby’s discharge from hospital. 15.49 Following notification of their intention to take shared parental leave, an employee should provide notice to book a period of leave. The service will receive further communication about these in due course. 15.70 An employee may work up to a maximum of twenty SPLiT days without bringing their shared parental leave to an end. (ShPP), followed by 18 weeks half pay plus ShPP. However, this may be extended by local agreement in exceptional circumstances, for example, where employees have sick pre-term babies or multiple births. 5.1 . 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. to legislation governing maternity, paternity, adoption, shared parental or surrogacy leave. This will enable employees on shared parental leave to work either continuously or on odd days without bringing an end to their shared parental leave and pay. 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. 15.66 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. SPLIT . If a pay-step review cannot be conducted prior to the pay-step date the pay-step point should be automatically applied in the individual’s absence. This amount can be amended from time to time by the Secretary of State. Tuesday, December 11, 2018. Please email altformats@nes.scot.nhs.uk to discuss 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. 15.111 NHS organisations have scope locally to agree more favourable arrangements where they consider it necessary, or further periods of unpaid leave on an individual basis. Entitlement to Shared Parental Leave 5.1 You are entitled to SPL in relation to the birth of a child if: you are the child's mother, and share the main responsibility for the care of the child with … If a KIT /SPLiT day is worked on a day of leave in the half pay period, the employer will make arrangements to ensure the employee receives a half day of paid leave in lieu once the employee had returned to work. 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. Unpaid leave, up to a maximum of six and a half hours per appointment can be accessed. WorldsOnFire Fri 10-Jan-20 07:20:09. 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. 15.50 An employee can provide up to three notices to book leave. 15.71 An employee may not work during the two weeks of compulsory maternity or adoption leave. 15.21 By prior agreement with the employer, occupational maternity pay may be paid in a different way, for example a combination of full pay and half pay, or a fixed amount spread equally over the maternity leave period. The employee will return to work on different hours, in the same job. As stated on the statutory forms, some employers may provide their own standard forms for employees to use. 15.35 If the employee subsequently needs to change the date from which they wish their leave to start, they should notify their employer at least 28 days beforehand (or, if this is not possible, as soon as is reasonably practicable beforehand). Shared parental leave is aimed at giving parents more flexibility over how they share childcare between them during the first year. 15.68 KIT / SPLiT days are intended to facilitate a smooth return to work for employees returning from maternity, adoption, or shared parental leave. If such a pay award was agreed retrospectively the maternity 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 Maternity 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. Recent News. 15.33 Where an employee is pregnant or has recently given birth or is breastfeeding, the employer must carry out a risk assessment of their working conditions. 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. Any days of work will not extend the shared parental leave period. The leave does not have to be taken in one continuous block; one or both parents can return to work and then take a further period of shared parental leave, provided that they comply with the notice requirements. Shamelessly posting for traffic I’m currently 29 weeks. 15.45 Employing organisations may at their discretion require the individual to provide additional information on their circumstances where this is reasonable and necessary to determine entitlements. A spokesman said: “As part of the NHS staff council pay, terms and conditions deal we have a commitment to look at enhancing shared parental leave for all NHS staff. 15.3 Paragraphs 15.14 to 15.17 of this section set out the eligibility requirements for maternity, adoption, and shared parental leave and pay for NHS employees under the NHS occupational scheme. This policy is written in accordance with the Shared Parental Leave Regulations 2014, The Statutory Shared Parental … HM Revenue & Customs . iii) the length of any period of accrued annual leave which it has been agreed may be taken following the end of the formal adoption leave period (see paragraphs 15.93 and 15.94); 15.37 Where an employee intends to return to work the amount of occupational adoption pay receivable is as follows: i) for the first eight weeks of absence the employee will receive full pay, less any Statutory Adoption Pay receivable; ii) for the next 18 weeks the employee will receive half of full pay, plus any Statutory Adoption Pay receivable, providing the total receivable does not exceed full pay; iii) for the next 13 weeks, the employee will receive any Statutory Adoption Pay that they are entitled to under the statutory scheme; 15.38 By prior agreement with the employer, occupational adoption pay may be paid in a different way, for example a combination of full pay and half pay, or a fixed amount spread equally over the adoption leave period. Full pay is inclusive of any ShPP. Shared Parental Leave enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. This should commence on a date specified by the employee but be no less than eight weeks from the date the original notice was provided to the employer. All eligible employees have a statutory right to take Shared Parental Leave. However, this may be extended by local agreement in exceptional circumstances. 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. 5 DUTIES . 15.27 Where an employee’s baby is born alive prematurely, the employee will be entitled to the same amount of maternity leave and pay as if their baby was born at full term. Shared Parental Leave – Letter to invite to meeting to discuss request for Discontinuous Leave 50 11. 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. NHS 24 seeks to treat staff with care and compassion, dignity and respect, valuing the contribution they make. 15.52 Requests for single blocks of leave cannot be refused. 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. Shared parental leave is designed to give parents the flexibility to decide when to return to work and allow families to spend time together in the early stages of a child's life. However, this may be extended by local agreement in exceptional circumstances. 15.56 An employee is not entitled to withdraw a notice for a single continuous block of leave but may do so with the employer’s express permission. 15.78 An employee has the right to return to their job under their original contract and on no less favourable terms and conditions. Further information can be found on the government website https://www.gov.uk/working-when-pregnant-your-rights. 15.55 In instances where a discontinuous period of leave has been refused and an alternative period has not been agreed during the discussion period, the total combined weeks’ leave requested on that notice may be taken as a single continuous block. ShPP is paid at a rate set by the government each year. 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. 15.113 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. agendaforchange@nhsemployers.org, Employer FAQs on the local clinical excellence awards, JEG advice for using template job descriptions. Blogs from experts on the latest workforce thinking. 15.42 Should the adoption break down (“Be disrupted”) the employee will be entitled to continue their adoption leave and receive the appropriate payment for that time. 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. Camden and Islington NHS Foundation Trust believes that it is a mutual benefit to the Trust and its employees to work in partnership with Staff side. they will be liable to refund the whole of their maternity, adoption, or shared parental pay, less any Statutory Maternity, Adoption or Shared Parental Pay, received. Antenatal care includes relaxation and parent-craft classes as well as appointments for antenatal care. Shared-Parental-Leave-Policy. A comprehensive service to keep journalists informed about the work of NHS Employers. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get informed and network with colleagues. 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. We are planning on having a baby and would like to use shared parental leave. A two-week discussion period between the employee and employer will commence on the date the employee submits the booking notice. 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. 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