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nhs shared parental leave

Shared parental leave was introduced in 2015, a new form of leave which sought to mitigate the rigidity of maternity and paternity leave, where a woman taking maternity leave would be eligible for up to 52 weeks’ leave, but a co-parent (the child’s father or mother’s partner, sharing the main responsibility for the care of the child) only up to two weeks. Full pay is inclusive of any ShPP. Shamelessly posting for traffic I’m currently 29 weeks. This policy is written in accordance with the Shared Parental Leave Regulations 2014, The Statutory Shared Parental … 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. Leave is normally unpaid, but may be paid by local agreement. Shared-Parental-Leave-Policy. 15.78 An employee has the right to return to their job under their original contract and on no less favourable terms and conditions. 15.45 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. Shared parental leave is aimed at giving parents more flexibility over how they share childcare between them during the first year. 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. Refer to Annex 23 (England) for further information. 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 You may be eligible to share parental leave and pay with your partner. 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. 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. 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. HMRC . Employing organisations will need to be able to satisfy themselves that they have all the information necessary to offer this enhanced benefit. Shared parental leave could involve returning to work for a period of time and then resuming leave at a later date. 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. A two-week discussion period between the employee and employer will commence on the date the employee submits the booking notice. 15.80 If it is agreed that the employee will return to work on a flexible basis, including changed or reduced hours, for an agreed temporary period, this will not affect the employee’s right to return to their job under their original contract, at the end of the agreed period. NHS Worker Shared Parental Leave. Recent News. shared parental leave, adoption and parental leave and pay entitlements. Tuesday, December 11, 2018. 15.46 It is the responsibility of the employee to ensure that all information provided is accurate. Shared Parental Leave – Letter to invite to meeting to discuss request for Discontinuous Leave 50 11. 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. It applies in respect of children who were born on or after 5 April 2015. 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. Career. POL099 – Shared Parental Leave Policy V3.0 4 1. It applies in respect of children who are expected to be born on or after 5 April 2015. View our cookie policy. 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 Please email altformats@nes.scot.nhs.uk to discuss 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. 15.52 Requests for single blocks of leave cannot be refused. 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). 15.77 An employee who intends to return to work at the end of their full maternity or adoption leave, or at the end of their shared parental leave, will not be required to give any further notification to the employer, although if they wish to return early, they must give at least 28 days’ notice. 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. 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. 5 DUTIES . Only one set of adoption leave is payable per placement. 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. 15.4 Paragraphs 15.18 to 15.43 of this section set out the maternity and adoption leave and pay entitlements of NHS employees under the NHS occupational scheme. However, this may be extended by local agreement in exceptional circumstances, for example, where employees have sick pre-term babies or multiple births. 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. 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. Publications, video & audio and much more. How the occupational element of pay works. Parental leave is, therefore, aimed at encouraging a culture of flexible working practices to allow all staff to balance family and work commitments. Trust Board – The Trust Board has delegated responsibility for ensuring compliance with the Shared parental leave guidance. 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. 15.115 Only one period of new parent support pay is ordinarily available when there is a multiple birth. Absence prior to the last four weeks before the expected week of childbirth, supported by a medical statement of incapacity for work, or a self-certificate, shall be treated as sickness absence in accordance with normal leave provisions. Information on maternity allowance is available on the government website https://www.gov.uk/maternity-allowance. In all cases, staff should make an informed choice to ensure their application for shared parental leave and pay best meets their individual family circumstances. We use cookies to give you the best experience on our website. HM Revenue & Customs . New or expectant mother to lie down born on or after 5 April 2015 can choose to end their or! Outline the leave and pay available for partners of new parents ( paternity leave ) public sector equality duty employer. 18 weeks half pay plus ShPP of adoption leave to an end to best care for, nhs shared parental leave with. 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