• This can be taken by pregnant employees around the time they have a baby. There is no length of service requirement for maternity leave.  

• In the UK statutory maternity leave (SML) consists of two periods – ordinary maternity leave (OML) which lasts for 26 weeks, followed by additional maternity leave (AML) which also lasts for 26 weeks.  

• The employee should notify you of their due date formally, via a form, issued by their doctor after 20 weeks of pregnancy (MATB1 form). To qualify, they must give notice that they are pregnant, and want to take SML, by the end of the 15th week before their due date. HR should respond within 28 days and state an agreed return date. The employee can begin SML any time from 11 weeks before their expected due date.  

• The employee must have a minimum of two weeks or four weeks if they work in a factory, maternity leave following the birth of their baby. 

• Statutory Maternity Pay (SMP) is paid for a maximum of 39 weeks, which includes 6 weeks at 90% and 33 weeks at the current rate of SMP.

• This can be taken by an employee who responsibility for a baby, alongside the mother (for example, the biological father or the partner of the biological mother).  

• In the UK, paternity leave lasts for up to two weeks and has to be taken in one continuous block within 56 days of the birth of the baby.  

• Paternity leave can also be taken by those adopting. It applies to same sex couples as well as heterosexual couples. To take paternity leave the individual must have at least 26 weeks’ continuous service with their employer. 

• An employee taking paternity leave is entitled to Statutory Paternity Pay which is set at the same leave as SMP.

• This can be taken by one person from a couple adopting a child on or before the first day the placement begins. 

• In the UK statutory adoption leave (SAL) mirrors statutory maternity leave (up to 52 weeks).  

• You should expect your team member to inform the company of their intentions to take the leave within seven days of being matched with a child by the adoption agency. #You should also expect them confirm their leave start and end dates and these should be accepted in writing by HR.  

• SAL must begin on or before the placement begins.

• Statutory Adoption Pay (SAP) mirrors Statutory Maternity Pay.  

• This can be taken by an employee who is eligible for either maternity or adoption leave to end their leave early and to share the remainder of the time allowed with their partner up to the maximum of 52 weeks.  

• In the UK, an employee must give at least eight weeks’ notice of their intention to take SPL.  

• The couple is entitled to 39 weeks of Shared Parental Pay (statutory rate). 

• This is unpaid leave taken to care for a child aged under 18 years. 

• In the UK, it can be taken in one-week blocks by employees who are natural or adoptive parents, or who have formal parental responsibility for a child with extra care demands. 

• Both parents can take leave in respect of the same child but must have worked for the employer for at least one continuous year to be eligible.  

• The entitlement for leave (18 weeks in total, 4 weeks in any one year) is per child.  

• You should expect an employee to give 21 days’ notice of their request to take Parental Leave and this should be sent to HR to confirm entitlement.

• This is unpaid time off to deal with an emergency relating to a dependant (spouse, child, parent or someone living in the same house who is dependent on the employee).  

• In the UK, there is no qualifying service for this right, and no limit on the time that can be taken, although it should just be to deal with the emergency and make arrangements for cover.

• This is given to employees who lose a child under the age of 18, or who suffer a stillbirth from the 24th week of pregnancy.   

• In the UK the leave is two weeks for employees who have 26 weeks’ service which is paid at the equivalent of statutory maternity pay. 

• Parental Bereavement leave can be taken as a two week block or two individual weeks with 56 days of the bereavement. 

It is a good idea to familiarise yourself with family leave entitlements for staff as well as the relevant responsibilities of the company to provide them.  

When it comes to implementation of family leave, this must be done fairly and consistently across your team and in-line with your organisation’s relevant policy. You should work in tandem with your HR department. 

If you manage family leave within your team properly, you will not only help your team members feel supported at work, but you will help your organisation avoid any potential discrimination claims. The reverse is also true — if you fail to manage them properly, you could put your organisation at risk of a discrimination claim. 

Relevant manager behaviours  

Taking time to listen to your team members and showing appropriate support when they talk to you about a change in their family circumstances fits with the desired behaviours of Building and sustaining relationships. Exercise 5 offers a route to developing these behaviours. 

Every situation is unique and there are many different types of leave and pay available so if a member of your team tells you they have a reason for family leave, note down the particulars and speak to HR.  

You will need to be clear what your team member is entitled to and ensure that HR have the right pay arrangements in place. If you don’t have clear rules on who is and is not allowed access to family leave, request clarification from HR. 

It is important to talk to your team member to ensure they are clear on their entitlement and that you are both clear on the dates of the leave – when they will go on leave and when they are due to return.  You may need to put arrangements in place to cover their work and to communicate with other members of the team so they are aware of the situation. 

It is important to keep records that clearly show what leave was taken and when.

If a member of your team requests a period of leave that they are not entitled to take, ensure they have confirmation in writing from HR. This should clearly state the reason for the refusal which is in line with statutory requirements. Make sure you understand any reasoning given as your team member may want to discuss it if they are disappointed by a decision. 

It is important to think about how an employee’s work will be covered in order to support other employees and ensure they employee can take their leave without concern for their work load. Different arrangements will be appropriate depending on the length of the leave.

With HR advice, put in place a return-to-work plan for team members returning from family leave (especially those who have taken a longer period of leave) to support them on their return and address any issues quickly.  

Make sure everything they need is ready for their first day. A re-induction may be necessary to help them assimilate back into the workplace and update them on any changes to systems and processes. Also it’s a good idea to invite them to a meeting so you can chat through any new requirements they may have, for example they may want to put in a request for flexible working. 

Relevant manager behaviours 

Being clear about family leave entitlements and establishing the correct up to date guidance for each case fits with the desired behaviours of Providing knowledge, clarity and guidance. Exercise 4 offers advice on this.