Family Leave Policy Parental Leave, Adoption,Parental Leave, Adoption, Page 2 of 62 Section CONTENTS...

DOCUMENT CONTROL:

Version: 3

Ratified by: Corporate Policy Approval Group

Date ratified: 5 December 2019

Name of originator/author: Senior HR Advisor

Name of responsible committee/individual:

Executive Director of Workforce and Organisational Development

Unique Reference Number: 443

Date issued: 12 February 2020

Review date: May 2022

Target Audience All Trust employees and Agency employees

Description of Change Amendment to annual leave carry over provision due to recommended and local practice.

Family Leave Policy

(incorporating; Maternity, Shared Parental Leave, Adoption,

Paternity and Nursing Mothers)

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Section

CONTENTS Page No

1 INTRODUCTION 5

2 PURPOSE 5

3 SCOPE 5

4 RESPONSIBILITIES, ACCOUNTABILITIES AND DUTIES 5

4.1 Lead Director 5

4.2 Line Manager 5

4.2.1 Pregnancy and Maternity Leave 6

4.2.2 Shared Parental/Adoption/Paternity (Maternity Support) Leave 6

4.3 Human Resources 6

4.4 Individual Employees 6

4.4.1 Maternity Leave 6

4.4.2 Shared Parental Leave 6

4.4.3 Adoption Leave 7

4.4.4 Paternity (Maternity Support) Leave 7

5. PROCEDURE / IMPLEMENTATION 7

5.1 Pregnant and Nursing Mothers 7

5.1.1 Risk Assessment 7

5.1.2 Reduction of Risk 8

5.2 Overriding Principles - Maternity, Shared Parental Leave, Adoption and Paternity (Maternity Support) Leave

8

5.2.1 Deductions from Salary 8

5.2.2 Mobile Telephone/Laptops/iPads 8

5.2.3 Lease Cars 9

5.2.4 Salary Sacrifice Vehicles 9

5.3 Further principles which apply to Maternity, Shared Parental and Adoption Leave

9

5.3.1 Keeping in Touch/Shared Parental Leave in Touch

Days

9

5.3.2 Annual Leave 10

5.3.3 General Public Holidays 10

5.3.4 Payment and Pension Arrangements 10

5.4 MATERNITY LEAVE AND/OR PAY 11

5.4.1 Maternity Abbreviations 11

5.4.2 Entitlement Criteria 11

5.4.2.1 Leave and Pay 11

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Section

CONTENTS Page No

5.4.2.2 Maternity Leave and Shared Parental Leave 12

5.4.2.3 Antenatal Care 12

5.4.2.4 Post Natal Care 12

5.4.2.5 Fixed Term Contracts 12

5.4.2.6 Sickness prior to childbirth 13

5.4.2.7 No qualifying Period for SMP or MA 13

5.4.3 Health and Safety 13

5.4.4 Procedural Arrangements 14

5.4.5 Failure to return to work after maternity leave 14

5.5 SHARED PARENTAL LEAVE 14

5.5.1 Shared Parental Leave Abbreviations 14



5.5.2.2 Eligibility for Shared Parental Leave 16

5.5.2.3 Shared Parental Leave Entitlement 17

5.5.3 Notifying the Trust of an Entitlement to Shared Parental Leave 18

5.5.4 Requesting further evidence of eligibility 19

5.5.5 Fraudulent Claims 20

5.5.6 Booking Shared Parental Leave 20

5.5.6.1 Continuous leave notifications 20

5.5.6.2 Discontinuous leave notifications 20

5.5.7 Responding to a Shared Parental Leave notification 21

5.5.8 Variations to arranged Shared Parental Leave 22

5.5.9 Secondary work during a period of Parental Leave 22

5.6 PARENT SUPPORT LEAVE AND PAY (Paternity Leave) 22

5.6.1 Parent Support Leave and Pay (Paternity Leave) and / or Pay 22

5.6.2 Abbreviations 22


5.6.4 Procedural Arrangements 23

5.7 ADOPTION LEAVE 24

5.7.1 Adoption Leave and/or Pay 24

5.7.2 Adoption Leave Abbreviations 24


5.7.3.1 Appointments 24

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Section

CONTENTS Page No


5.7.3.3 Procedural Arrangements 25

5.7.3.4 Adoption Leave and Shared Parental Leave 25

6. TRAINING IMPLICATIONS 26

7. MONITORING ARRANGEMENTS 26

8. EQUALITY IMPACT ASSESMENT SCREENING 26

8.1 Privacy, Dignity and Respect 27

8.2 Mental Capacity Act 27

9. LINKS TO ANY ASSOCIATED DOCUMENTS 27

10. REFERENCES 27

11. APPENDICES 28

Appendix A Maternity Leave and Pay Entitlements 29

Appendix B Application Form for Maternity Leave and/or Pay 31

Appendix C Application for Shared Parental Leave 33

Appendix D Frequently Asked Questions 40

Appendix E Useful Contacts 44

Appendix F Guidance on Keeping In Touch Days during Maternity/Shared Parental Leave and Adoption Leave

45

Appendix G Keeping in Touch Pro-Forma 48

Appendix H Application for Paternity (Maternity Support) leave and/or Pay

49

Appendix I Adoption Leave and Pay Entitlements 50

Appendix J Application for Adoption Leave and/or Pay 52

Appendix K Matching Certificate: Statutory Adoption Leave and Pay

53

Appendix L Pregnant Workers Assessment Form 54

Appendix M European Union Guidance on Pregnant Workers 57

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1. INTRODUCTION This policy complies with the relevant employment legislation and Agenda for Change Terms and Conditions of Service and Statutory Regulations relating to maternity, paternity (maternity support), shared parental leave and adoption leave. The Trust is committed to ensuring the health, safety and wellbeing of all of its employees as far as is reasonably practicable. The aim of this policy is to ensure the safety of pregnant and nursing mothers and to set out the entitlements to time off with pay and unpaid periods of leave, where appropriate, for employees requesting maternity, paternity (maternity support), shared parental leave or adoption leave.

2. PURPOSE

The purpose of this policy is to provide all the necessary information to employees relating to their statutory and occupational entitlements in relation to maternity, paternity (maternity support), shared parental leave and adoption leave. This will ensure that all pregnant employees and nursing mothers are extended appropriate health, safety and welfare conditions throughout the Trust, meeting the statutory duties contained within the relevant sections of the Management of Health and Safety at Work Regulations 1999.

3. SCOPE

This policy applies to all employees (including full/part time employees) employed by the Trust, who may be entitled to statutory and occupational entitlements dependent upon the entitlement criteria is satisfied and all pregnant employees from the date they inform their manager of their pregnancy to six months post birth. The policy does not apply to individuals employed by agencies, other than in relation to antenatal appointments (after a twelve week qualifying period) or when a pregnancy is disclosed. In this case seek specific advice from HR or refer back to the appropriate employer.

4. RESPONSIBILITIES, ACCOUNTABILITIES AND DUTIES 4.1 Lead Director

The Director of Workforce and Organisational Development has responsibility for the implementation of this policy and coordination of an appropriate communication strategy together with ensuring that appropriate monitoring arrangements are in place.

4.2 Line Managers

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4.2.1 Pregnancy and Maternity Leave As soon as the employee makes their line manager aware of their pregnancy, it is the responsibility of the immediate line manager to direct the employee to this policy. The line manager is to complete the Pregnant Workers Assessment, available at Appendix L and carry out any actions deemed necessary as a result of the assessment, reviewing this assessment at regular intervals to ensure it remains valid. On return to work nursing mothers should also receive a risk assessment in order to identify any risks or requirements for the workplace. Managers should advise their employee to read through this policy carefully and should there be any areas that require clarification, it is the responsibility of the line manager to contact Human Resources initially.

4.2.2 Shared Parental/Adoption/Paternity (Maternity Support) Leave

Once the line manager has been made aware of an employee’s intention to take Leave, managers should advise their employee to read through this policy carefully and should there be any areas that require clarification, it is the responsibility of the line manager to contact Human Resources initially.

4.3 Human Resources

It is the responsibility of the Human Resources Department to support and advise managers in the application of this procedure, ensuring consistency is applied.

4.4 Individual Employees

4.4.1 Maternity Leave

It is the responsibility of each employee to; - Read and co-operate fully with the requirements of this policy. - Notify their line manager as soon as they have knowledge of pregnancy

or if they are a nursing mother. - Comply with any measures implemented by their manager to reduce or

eliminate risks - Notify their manager of any problems encountered within their working

environment at any time during pregnancy or whilst a nursing mother - Communicate fully regarding the circumstances for the leave request. - Communicate appropriately during any authorised leave. - Notify their Line Manager if they wish to take shared parental leave in

accordance with Section 4.4.2

4.4.2 Shared Parental Leave

It is the responsibility of each employee to;

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- Notify their line manager as soon as they have knowledge of their intentions to take shared parental leave

- Co-operate fully with the requirements of this policy. - Communicate fully regarding the circumstances for the leave request. - Communicate appropriately during any authorised leave.

4.4.3 Adoption Leave

It is the responsibility of each employee to;

- Notify their line manager as soon as they have knowledge of their

intentions to take adoption leave - Co-operate fully with the requirements of this policy. - Communicate fully regarding the circumstances for the leave request. - Communicate appropriately during any authorised leave. - Notify their Line Manager if they wish to take shared parental leave in

accordance with Section 4.4.2

4.4.4 Paternity (Maternity Support) Leave It is the responsibility of each employee to;

- Notify their line manager as soon as they have knowledge of their

intentions to take paternity (maternity support) leave - Co-operate fully with the requirements of this policy. - Communicate fully regarding the circumstances for the leave request. - Communicate appropriately during any authorised leave.

5. PROCEDURE / IMPLEMENTATION 5.1 Pregnant and Nursing Mothers 5.1.1 Risk Assessment

A general workplace Risk Assessment/Survey will have been carried out previously which details the character of specific risks in the area to all employees.

The service / line manager should carry out a pregnant worker assessment [Appendix M] which will build on that knowledge and be subject to further review to extrapolate those risks that need additional measures to be taken to protect the pregnant/ nursing worker who may be more vulnerable.

The service / line Manager will consider the physical, biological and chemical agents, processes and working conditions, which may affect the health and safety of new and expectant mothers. These are detailed in the guidance found at Appendix N. The risk assessment should be reviewed regularly, and as a minimum after 3 months, 6 months and after returning from maternity leave and six months later in order to monitor risk as pregnancy develops.

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Line managers will ensure all pregnant workers or nursing mothers are informed of the results of the risk assessment and the actions to be taken to reduce or avoid them.

Copies of the Assessment and the remedial measures taken should be sent to the Back care Advisor

5.1.2 Reduction of Risk

The following actions should be considered to reduce or avoid identified risk, this is not an exhaustive list and any reasonable adjustment should be considered;

Take into consideration any medical advice given to the employee, referring to the Occupational Health Service for guidance as and when required.

Remove, if possible, any substance deemed to be a hazard to pregnant employees or nursing mothers.

Make alternative arrangements, if possible, for activities which are deemed to be a risk to the pregnant employee or a nursing mother.

Adjust working conditions i.e. move to alternative location where less handling or contact with substances occur

Provide alternative shift work patterns (upon the advice of the Occupational Health Service)

Make use of authorised absence at appropriate times 5.2 Overriding Principles - Maternity, Shared Parental Leave, Adoption and

Paternity (Maternity Support) Leave 5.2.1 Deductions from Salary

Where an unpaid period of leave is involved, deductions from salary for Trade Union/Professional Organisation and other items such as social clubs and Westfield, or similar schemes will cease. This may cause problems with entitlement to benefits under the Schemes, and the employee is advised to contact the Scheme provider personally to arrange for payments to be kept up to date. The employee is also advised to contact their Trade Union or Professional Organisation regarding deductions during unpaid leave.

5.2.2 Mobile Telephones/Laptops/iPads

Any arrangements which may be in place for the reimbursement of telephone rental charges will continue unchanged during the period of leave. Should the employee have the use of a mobile telephone/laptop/iPads through their employment with the Trust, they should discuss the return/use of the mobile telephone whilst on leave covered by this policy (not periods of annual leave) with their manager.

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5.2.3 Lease Cars Employees on maternity, shared parental or adoption leave may continue to use their lease car. Whilst an employee is still receiving pay the normal deductions will be made from their salary. Once there is insufficient salary to cover the cost of the lease, then arrangements should be made by the employee to provide payment to cover the cost of the lease. (Usually in the form of a cheque).

5.2.4 Salary Sacrifice Vehicles

Any employee who has a contract for a salary sacrifice vehicle is responsible for the deduction which will be taken from their salary, on a monthly basis for the duration of the maternity, shared parental or adoption leave. Whilst an employee is still receiving pay the normal deductions will be made from their salary. Once there is insufficient salary to cover the cost of the salary sacrifice, then arrangements should be made by the employee to provide payment to cover the cost of the salary sacrifice. (Usually in the form of a one-off/ recurring payment). Within the policy employees may be entitled to more than one aspect of this and there is also an interaction between this policy and the Special Leave Policy.

5.3 Further principles which apply to Maternity, Shared Parental and Adoption Leave

5.3.1 Keeping In Touch/ Shared Parental Leave in Touch Days

Employees can work during their leave on a “keeping in touch day” (KIT) without bringing their leave to an end or losing their Statutory Maternity Pay (SMP), Statutory Shared Parental Pay (ShPP) or Statutory Adoption Pay (SAP). Any work carried out on a day or part of a day shall constitute a day's work for these purposes. Employees can work up to 10 KIT days during maternity leave but not until at least 2 weeks after the birth of the child. There is no obligation for the Trust to offer such work or for the employee to accept. KIT days must be agreed and worked by mutual agreement between the manager and the employee. For the purposes of shared parental leave or shared parental pay employees will have an individual entitlement of up to 20 shared parental leave in touch days (SPLIT), without bringing their period of SPL to an end or impacting on their right to claim ShPP for that week. These are known as "Shared Parental Leave in Touch" or "SPLIT" days.

For more information please refer to Appendix E – Guidance for Keeping in Touch Days and Appendix F – Keeping in Touch Pro-forma.

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5.3.2 Annual Leave Contractual annual leave and general public holidays will continue to accrue during maternity/shared parental and adoption leave, whether paid or unpaid. Where the amount of accrued annual leave would exceed normal carry over provisions, it may be mutually beneficial for the employee to take annual leave before and/or after the paid and unpaid maternity leave, shared parental or adoption leave period. The amount of leave to be taken in this way, or carried over and should be discussed and agreed between the employee and the employer, before the commencement of the maternity/ shared parental or adoption leave. An employee needs to be aware that should they be planning to commence their maternity leave in February, March or April then they should discuss with their line manager and HR the possible implications on their annual leave. Please note annual leave cannot be taken during any stage of maternity/shared parental and adoption leave as this would cease the maternity/shared parental and adoption leave/pay period. In certain circumstances, such as when a baby arrives earlier than expected or the time of year the maternity/ shared parental or adoption leave starts and finishes, resulting in an employee being unable to take the agreed annual leave, prior to the commencement of their maternity, shared parental or adoption leave, the carry over of any untaken contractual annual leave and bank holidays will be allowed.

5.3.3 General Public Holidays

Employees on paid and unpaid maternity leave retain their right to general public holidays.

5.3.4 Payment and Pension Arrangements

The employee’s salary will continue to be paid on a monthly basis, however, the amount will naturally vary depending on the employees entitlement to Occupational Maternity Pay and Statutory Maternity Pay, Shared Parental Pay and Adoption Pay. The employee has the opportunity to meet with Pay Services and can request from their respective Pay Clerk a projection of earnings whilst on maternity leave to allow individuals to plan for their period of leave effectively. If the employee intends to meet with Pay Services, they should contact their relevant Pay Clerk. By prior agreement with the Line Manager and the Payroll Department, maternity pay may be paid in a different way, for example, a combination of full and half pay or a fixed amount spread equally over the maternity leave period.

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If the employee pays contributions to the NHS Pension Scheme and does not intend to return to work, they may, if they wish, continue to pay contributions during the statutory maternity/adoption leave period. If the employee is a member of the Pension Scheme and intends to return to work following the leave, they will be required to continue their contributions in order to cover the leave period. Members of the NHS Pensions scheme are advised to contact the Trust Pensions Officer/ Payroll Manager regarding deduction of pension contributions during their leave.

5.4 Maternity Leave and/or Pay

Maternity leave and/or pay will apply, in accordance with the qualifying conditions below – see 5.42, Entitlement Criteria, to women expecting a baby who are employed by the Trust.

5.4.1 Maternity Abbreviations

EWC - Expected Week of Confinement (childbirth) SMP - Statutory Maternity Pay OMP - Occupational Maternity Pay MA - Maternity Allowance MAT B1 - Maternity certificate confirming expected week of

confinement (available from GP or midwife around 20th week of pregnancy)

5.4.2 Entitlement Criteria 5.4.2.1 Leave and Pay

Entitlements to maternity leave and/or pay apply in accordance with the table attached (appendix A). All employees will have the right to take 52 weeks of maternity leave unless they opt to take shared parental leave, To qualify for maternity leave employees must continue to be employed by the Trust until the beginning of the 15th week before the expected week of confinement. To qualify for occupational maternity pay employees must;

have completed 12 months continuous service with one or more NHS employer at the beginning of the 11th week before the EWC.

- A break in Service of 3 months or less will be disregarded,

though not count as service.

notify the employer in writing before the end of the 15th week before the expected date of childbirth

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a) of her intention to take maternity leave; b) of the date she wishes to start her maternity leave; c) that she intends to return to work with the same or another NHS

employer for a minimum period of three months after the maternity leave has ended;

d) and provide a MATb1 form from her midwife or GP giving the expected date of childbirth

5.4.2.2 Maternity Leave and Shared Parental Leave

Employees who wish to consider taking shared parental leave should refer to Section 5.5 of this policy for further information.

5.4.2.3 Antenatal Care Pregnant employees have the right to paid time off for antenatal care, provided the appointment has been pre-arranged and time away from work has been requested via the manager and an acceptable notice period has been given. After the first appointment employees should show their manager confirmation of any further appointments through an appointment card or letter. Agency staff are entitled to paid time off for antenatal care after they have completed a twelve week qualifying period, in this instance seek specific advice from HR.

5.4.2.4 Post-natal Care

Women who have recently given birth and have returned to work have the right to paid time off for post-natal care. Employees who are breast feeding have the right to

A risk assessment in order to identify any risks posed

A clean, healthy and safe environment

Suitable access to a private room to express and store milk in an appropriate refrigerator

** If an employee is, or plans to be breast-feeding beyond 6 months post birth, they should discuss what may be appropriate arrangements with their manager.

5.4.2.5 Fixed Term Contracts

If the employee is on a fixed term or training contract which will expire prior to the 11th week before the expected week of confinement, and they have less than 12 months service, the Trust has no liability to pay any occupational maternity pay, although the employee may be entitled to SMP. If the contract expires after the 11th week before the expected week of confinement, and the employee has the relevant service, the Trust will extend the contract to enable them to receive certain maternity pay/benefits for

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which they may be eligible, including, paid contractual and statutory maternity pay, and the remaining 13 weeks of unpaid maternity leave. Please obtain further advice from the Human Resources Department on this point. A meeting will be arranged between the employee and the line manager to discuss the above and to agree the relevant actions to be taken. In this case absence on maternity leave (paid and unpaid) up to 52 weeks before a further NHS appointment shall not constitute a break in service. If the employee does not secure further NHS employment the repayment provisions detailed in Section 2 of Appendix B do not apply

5.4.2.6 Sickness prior to childbirth

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. 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. 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.

5.4.2.7 No qualifying period for SMP or MA

If the employee does not have 15 weeks service within the Trust prior to the EWC they will need to complete an SMP1 form, available from the Pay Services Department, Job Centre Plus or Department of Work and Pensions offices where they will confirm whether there is an entitlement to receive statutory maternity pay. If the employee’s earnings are below the threshold to qualify for SMP or she does not qualify for another reason the employee must contact the Job Centre Plus or Social Security office to claim maternity allowance. It is the employee’s responsibility to liaise with the necessary departments/agencies in order to facilitate the above.

5.4.3 Health and Safety

For health and safety reasons the employee should notify their manager as soon as they are aware of the pregnancy in order that the working environment can be assessed to ensure that it does not pose a risk to the employees own or the child’s health. This applies equally to the employee through pregnancy or whilst breast feeding. For specific advice in relation to Agency Workers contact HR for further advice and support.

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5.4.4 Procedural Arrangements

The employee must notify her manager in writing of her intention to take maternity leave by the end of the 15th week before the expected week of childbirth (EWC) unless this is not reasonably practicable.

The employee must complete the maternity application form (appendix B) giving at least 28 days notification before the intended leave date. Delay may affect payment of maternity benefits.

The employee must also submit the original Certificate of Childbirth (MATB1form) to her manager at least 28 days before the intended leave date. This certificate is usually issued by the GP/Midwife around the employee’s 20th week of pregnancy.

If the employee wishes to change the date from which they wish their maternity leave to start, they must notify their line manager at least 28 days beforehand (or, if this isn’t possible, as soon as is reasonably practicable beforehand).

An employee who intends to return to work at the end of her full maternity leave will not be required to give any further notification to the Trust, however should the return to work date change, 8 weeks’ notice should be given to the line manager.

If the employee intends to return to work on a different basis, she should preferably enter into discussions with her Manager prior to the maternity leave but no later than 8 weeks before she intends to return to work. (Please refer to the Flexible Working Policy and Procedure for further information).

If the employee intends to return to work she must complete Section 2 of the maternity application form (appendix B), which includes a declaration of intent to return to work for a minimum of 3 months.

Human Resources will confirm the employee’s leave and pay entitlements in writing, following receipt of the completed application form and MATB1 certificate from the manager.

For further information in relation to planning the maternity leave, refer to Appendix C – Frequently Asked Questions and Appendix D – Useful Contacts.

5.4.5 Failure to return to work after maternity leave

If an employee who has notified her employer of her intention to return to work to the Trust or a different NHS employer, in accordance with this policy, fails to do so within 15 months of the beginning of her maternity leave, she will be liable to refund the whole of her maternity pay, less any Statutory Maternity Pay, received.

5.5 Shared Parental Leave 5.5.1 Shared Parental Leave Abbreviations

Mother: the woman who gives birth to a child or the adopter (the adopter means the person who is eligible for adoption leave and/or pay. They can be male or female).

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Partner: the child’s biological father or the partner of the mother/adopter. This can be a spouse, civil partner; or a partner who is living in an enduring relationship with the mother and the child. SPL: Shared Parental Leave.

OsPP: Occupational Shared Parental Pay

ShPP: Statutory Shared Parental Pay. Continuous leave: a period of leave that is taken in one block e.g. four weeks’ leave. Discontinuous Leave: a period of leave that is arranged around weeks where the employee will return to work e.g. an arrangement where an employee will work every other week for a period of three months. SPLIT day: Shared Parental Leave in Touch Day Unpaid Parental Leave: separate to SPL, entitles employees to take up to 18 weeks off work to look after a child’s welfare, this leave is normally unpaid. Match: when an adopter is approved to adopt a named child or children. Curtail: where an eligible mother brings their maternity/adoption leave and, if appropriate, pay or allowance entitlement to an end early. This is sometimes referred to as reducing the maternity/adoption leave period or reducing the maternity/adoption pay or Maternity Allowance period.

5.5.2 Entitlement Criteria Shared parental leave enables mothers to commit to ending their maternity leave and pay at a future date and to share the untaken balance of leave and statutory pay as shared parental leave with their partner, or to return to work early from maternity leave and opt into shared parental leave and pay at a later date. Shared parental leave is designed to allow couples greater freedom to decide how to take their family friendly leave. This facility is also available to adoptive parents. Shared Parental Leave enables eligible parents and employees to choose how to share the care of their child during the first year of birth or adoption. Its purpose is to give parents more flexibility in considering how to best care for, and bond with, their child. All eligible employees have a statutory right to take Shared Parental Leave. There may also be an entitlement to some Shared Parental Pay. This section details the statutory rights and responsibilities of employees who wish to take statutory Shared Parental

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Leave (SPL), Occupational shared Parental Pay (OsPP) and statutory Shared Parental Pay (ShPP).

5.5.2.1 Leave and Pay

Employees wishing to take shared parental leave may be entitled to enhanced OsPP. To qualify for enhanced OsPP employees must:

have completed 12 months continuous NHS service at the beginning of the 11th week before the expected week of childbirth or at the beginning of the week in which they are notified of being matched with a child for adoption, or by the 15th week before the baby’s due date of applying via a surrogacy arrangement

Confirmation that the other parent meets the statutory “employment and earnings test” by being an employed or self-employed earner in the UK for a total of 26 weeks (not necessarily continuously) in the 66 weeks preceding the week the child is due to be born or matched for adoption. The individual must have earned at least an average of £30 (gross) a week in 13 of those 26 weeks (not necessarily continuously). This amount can be amended from time to time by the Secretary of State.

follow the application procedure outlined below

intends to return to work with the same or another NHS employer for a minimum period of three months after shared parental leave has ended

that the mother or primary adopter has returned to work following maternity or adoption leave, or has provided the binding notice confirming that they intend to bring their maternity or adoption leave and pay entitlements to an early end

they confirm that the other parent meets the statutory “employment and earnings test” by being an employed or self-employed earner in the UK for a total of 26 weeks (not necessarily continuously) in the 66 weeks preceding the week the child is due to be born or matched for adoption.

If an employee does not meet the criteria for enhanced OPP, there payment will be based upon the statutory payment. Any ShPP due will be paid at a rate set by the government for the relevant tax year. Shared parental leave should not be confused with ordinary parental leave, which is unaffected by shared parental leave. Ordinary parental leave is the entitlement to up to 18 weeks unpaid leave. For further information refer to the Special Leave Policy.

5.5.2.2 Eligibility for Shared Parental Leave

SPL can only be used by two people:

The mother/adopter and

One of the following: o the father of the child (in the case of birth) or o the spouse, civil partner or partner of the child's mother/

adopter.

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Both parents must share the main responsibility for the care of the child at the time of the birth/placement for adoption. Additionally an employee seeking to take SPL must satisfy each of the following criteria:

the mother/adopter of the child must be/have been entitled to statutory maternity/adoption leave or if not entitled to statutory maternity/adoption leave they must be/have been entitled to statutory maternity/adoption pay or maternity allowance and must have ended or given notice to reduce any maternity/adoption entitlements;

the employee must still be working for the Trust at the start of each period of SPL;

the employee must pass the ‘continuity test’ requiring them to have a minimum of 26 weeks' service at the end of the 15th week before the child’s expected due date/matching date;

the employee’s partner must meet the ‘employment and earnings test’ requiring them in the 66 weeks leading up to the child’s expected due date/matching date have worked for at least 26 weeks and earned an average of at least £30* a week in any 13 of those weeks;

the employee must correctly notify the Trust of their entitlement and provide evidence as required.

* This amount can be amended from time to time by the Secretary of State An employee considering/taking SPL is encouraged to contact the HR department to arrange an informal discussion as early as possible regarding their potential entitlement, to talk about their plans to ensure that the employee is supported. The HR Department/Line Manager may upon receiving a notification of entitlement to take SPL seek to arrange an informal discussion with the employee to talk about their intentions and how they currently expect to use their SPL entitlement.

5.5.2.3 Shared Parental Leave Entitlement

Eligible employees may be entitled to take up to 50 weeks SPL during the child’s first year in their family. The number of weeks available is calculated using the mother’s/adopter’s entitlement to maternity/adoption leave, which allows them to take up to 52 weeks’ leave. If they reduce their maternity/adoption leave entitlement then they and/or their partner may opt-in to the SPL system and take any remaining weeks as SPL. A mother/adopter may reduce their entitlement to maternity/adoption leave by returning to work before the full entitlement of 52 weeks has been taken, or they may give notice to curtail their leave at a specified future date.

If the mother/adopter is not entitled to maternity/adoption leave but is entitled to Statutory Maternity Pay (SMP), Statutory Adoption Pay (SAP) or Maternity

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Allowance (MA), they must reduce their entitlement to less than the 39 weeks. If they do this, their partner may be entitled to up to 50 weeks of SPL. This is calculated by deducting from 52 the number of weeks of SMP, SAP or MA taken by the mother/adopter.

SPL can commence as follows:

The mother can take SPL after she has taken the legally required two weeks of maternity leave immediately following the birth of the child

The adopter can take SPL after taking at least two weeks of adoption leave

The father/partner/spouse can take SPL immediately following the birth/placement of the child, but may first choose to exhaust any paternity leave entitlements (as the father/partner cannot take paternity leave or pay once they have taken any SPL or ShPP).

Where a mother/adopter gives notice to curtail their maternity/adoption entitlement then the mother/adopter’s partner can take leave while the mother/adopter is still using their maternity/adoption entitlements. SPL will generally commence on the employee's chosen start date specified in their leave booking notice, or in any subsequent variation notice (see Booking Shared Parental Leave – Section 5.8 and Variations to arranged Shared Parental Leave – Section 5.10 below). If the employee is eligible to receive it, Shared Parental Pay (ShPP) may be paid for some, or all, of the SPL period (see "Shared Parental Pay" below). SPL must end no later than one year after the birth/placement of the child. Any SPL not taken by the first birthday or first anniversary of placement for adoption is lost.

5.5.3 Notifying the Trust of an entitlement to Shared Parental Leave

To notify of an intention to take shared parental leave an employee must complete Appendix C which captures all of the points detailed below. An employee entitled and intending to take SPL must give their line manager notification of their entitlement and intention to take to SPL, at least eight weeks before they can take any period of SPL. Part of the eligibility criteria requires the employee to provide the Trust with correct notification. Notification must be in writing and requires each of the following:

the name of the employee;

the name of the other parent;

the start and end dates of any maternity/adoption leave or pay, or maternity allowance, taken in respect of the child and the total amount of SPL available;

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the date on which the child is expected to be born and the actual date of birth or, in the case of an adopted child, the date on which the employee was notified of having been matched with the child and the date of placement for adoption;

the amount of SPL the employee and their partner each intend to take

a non-binding indication of when the employee expects to take the leave. The employee must provide the Trust with a signed declaration stating:

that they meet, or will meet, the eligibility conditions and are entitled to take SPL;

that the information they have given is accurate;

if they are not the mother/adopter they must confirm that they are either the father of the child or the spouse, civil partner or partner of the mother/adopter;

that should they cease to be eligible they will immediately inform the Trust.

The employee must provide the Trust with a signed declaration from their partner confirming:

their name, address and national insurance number (or a declaration that they do not have a national insurance number);

that they are the mother/adopter of the child or they are the father of the child or are the spouse, civil partner or partner of the mother/adopter;

that they satisfy the ‘employment and earnings test’ (see “Who is eligible for Shared Parental Leave?” above), and had at the date of the child’s birth or placement for adoption the main responsibility for the child, along with the employee;

that they consent to the amount of SPL that the employee intends to take;

that they consent to the Trust processing the information contained in the declaration form; and

(in the case whether the partner is the mother/adopter), that they will immediately inform their partner should they cease to satisfy the eligibility conditions.

5.5.4 Requesting further evidence of eligibility

The Trust may, within 14 days of the SPL entitlement notification being given, request:

the name and business address of the partner’s employer (where the employee’s partner is no longer employed or is self-employed their contact details must be given instead)

in the case of biological parents, a copy of the child's birth certificate (or, where one has not been issued, a declaration as to the time and place of the birth).

in the case of an adopted child, documentary evidence of the name and

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address of the adoption agency, the date on which they were was notified of having been matched with the child and the date on which the agency expects to place the child for adoption

In order to be entitled to SPL, the employee must produce this information within 14 days of the employer’s request.

5.5.5 Fraudulent Claims

Where there is a suspicion that fraudulent information may have been provided or where the Trust has been informed by the HMRC that a fraudulent claim was made, the Trust will investigate the matter further, following a referral to the Counter Fraud service, in accordance with the Fraud, Bribery and Corruption Policy.

5.5.6 Booking Shared Parental Leave

In addition to notifying the employer of entitlement to SPL/ShPP, an employee must also give notice to take the leave. In many cases, notice to take leave will be given at the same time as the notice of entitlement to SPL. The employee has the right to submit three notifications for the identified period of shared parental leave, specifying leave periods they are intending to take. Each notification may contain either (a) a single period of weeks of leave; or (b) two or more weeks of discontinuous leave, where the employee intends to return to work between periods of leave.

SPL can only be taken in complete weeks but may begin on any day of the week. For example if a week of SPL began on a Tuesday it would finish on a Monday. Where an employee returns to work between periods of SPL, the next period of SPL can start on any day of the week. The employee must book SPL by giving the correct notification at least eight weeks before the date on which they wish to start the leave and (if applicable) receive ShPP.

5.5.6.1 Continuous leave notifications

A notification can be for a period of continuous leave, which means a notification of a number of weeks taken in a single unbroken period of leave (for example, six weeks in a row).

An employee has the right to take a continuous block of leave notified in a single notification, so long as it does not exceed the total number of weeks of SPL available to them (specified in the notice of entitlement) and the employer has been given at least eight weeks’ notice.

5.5.6.2 Discontinuous leave notifications

A single notification may also contain a request for two or more periods of

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discontinuous leave, which means asking for a set number of weeks of leave over a period of time, with breaks between the leave where the employee returns to work (for example, an arrangement where an employee will take six weeks of SPL and work every other week for a period of three months).

Where there is concern over accommodating the notification, the Trust or the employee may seek to arrange a meeting to discuss the notification with a view to agreeing an arrangement that meets both the needs of the employee and the Trust. The Trust will consider a discontinuous leave notification but has the right to refuse it. If the leave pattern is refused, the employee can either withdraw it within 15 days of giving it, or can take the leave in a single continuous block.

5.5.7 Responding to a Shared Parental Leave notification

Once the Line Manager receives the leave booking notification, it will be dealt with as soon as possible, but a response will be provided no later than the 14th day after the leave request was made. Upon receiving a leave booking notification the Line Manager may arrange a meeting to discuss it. Where a notification is for a single period of continuous leave, or where a request for discontinuous leave can without further discussion be approved in the terms stated in the employee's notice booking leave, a meeting may not be necessary. The purpose of the meeting is to discuss in detail the leave proposed and what will happen while the employee is away from work. Where it is a request for discontinuous leave the discussion may also focus on how the leave proposal could be agreed, whether a modified arrangement would be agreeable to the employee and the Trust, and what the outcome may be if no agreement is reached. All notifications for continuous leave, the decision will be confirmed in writing to the employee. All requests for discontinuous leave will be carefully considered, weighing up the potential benefits to the employee and to the Trust against any adverse impact to the Trust. Each request for discontinuous leave will be considered on a case-by-case basis. Agreeing to one request will not set a precedent or create the right for another employee to be granted a similar pattern of SPL. The employee will be informed in writing of the decision as soon as is reasonably practicable, but no later than the 14th day after the leave notification was made. The request may be granted in full or in part: for example, the Trust may propose a modified version of the request. If a discontinuous leave pattern is refused then the employee may withdraw the request without detriment on or before the 15th day after the notification

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was given; or may take the total number of weeks in the notice in a single continuous block. If the employee chooses to take the leave in a single continuous block, the employee has until the 19th day from the date the original notification was given to choose when they want the leave period to begin. The leave cannot start sooner than eight weeks from the date the original notification was submitted. If the employee does not choose a start date then the leave will begin on the first leave date requested in the original notification.

5.5.8 Variations to arranged Shared Parental Leave

The employee is permitted to vary or cancel an agreed and booked period of SPL, provided that they advise the Trust in writing at least eight weeks before the date of any variation. Any new start date cannot be sooner than eight weeks from the date of the variation request. Any variation or cancellation notification made by the employee, including notice to return to work early, will usually count as a new notification reducing the employee’s right to book/vary leave by one. However, a change as a result of a child being born early, or as a result of the Trust requesting it be changed, and the employee being agreeable to the change, will not count as further notification. Any variation will be confirmed in writing by the Trust.

5.5.9 Secondary work during a period of Parental Leave

All employees should notify the Trust of any secondary employment. An employee should not engage in paid employment whilst on Parental Leave during times when the employee would otherwise be working for the Trust.

5.6. Parent Support Leave and Pay (Paternity Leave) 5.6.1 Parent Support Leave and Pay (Paternity Leave) and/or Pay (maximum 2

weeks leave)

Parent Support Leave and Pay (Paternity Leave) and/or pay will apply, in accordance with the qualifying conditions below – see 5.5.2, Entitlement Criteria, to biological and adoptive fathers, nominated carers and same sex partners.

5.6.2 Abbreviations

EWC - Expected Week of Confinement SPP - Statutory Paternity Pay ASPP - Additional Statutory Paternity (Maternity Support) Pay APL - Additional Paternity (Maternity Support) Leave

5.6.3 Entitlement Criteria

Parent Support Leave and Pay (Paternity Leave) provides the following employees, who have responsibility for bringing up a child, with up to 2

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weeks consecutive time off following the birth or adoption of their child. The NHS provides enhanced paternity provision (see below) to employees with over 12 months continuous service. This provision is available to either; the biological father of the baby; an adoptive parent who is not the primary carer and not in receipt of adoption leave or the mother / primary carer’s partner (partner may include a same sex partner). These provisions apply to all Employees provided that they have 12 months continuous service with one or more NHS employer at the beginning of the week in which the baby is due. Reasonable paid time off to attend ante-natal classes will also be given. Employees can take only one period of leave even if more than one baby is born as the result of the same pregnancy. The service qualifications detailed below relate to service with one or more NHS employers.

Leave Pay

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Less than one year at either the 15

week before EWC or week notified of being matched with an adoptive child

2 weeks 1 week full pay (inclusive of any Statutory Paternity (Maternity Support) Pay (SPP) receivable) 1 week SPP (if average weekly earnings are above minimum NI contribution rate)

At least one year at the beginning of the week in which the baby is due or the child is placed for adoption

2 weeks 2 weeks full pay (inclusive of any SPP receivable)

5.6.4 Procedural Arrangements

An employee can choose to start his/her Parent Support Leave and Pay (Paternity Leave) leave on the date of the child’s birth (whether this is earlier or later than expected) or on a date falling no more than 56 days after the date on which the child is born/placed. Parent Support leave can commence on any day of the week, as long as the employee has given the required notice to their line manager. Employees will normally take their leave in full weeks but may be granted periods of less than a week at managerial discretion, subject to the needs of the service.

The employee should apply to their line manager, using the application form (appendix G), at least 28 days prior to wanting their leave to commence, informing the manager;

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The expected week of the baby’s birth/placement

Whether he/she wishes to take one or two weeks’ leave and

The date in which he/she intends to start their leave

Human Resources will confirm the employee’s leave and pay entitlements in writing, following receipt of the completed application form (appendix G). The employee must also tell his/her employer when the baby was actually born as soon as is reasonably practicable after the birth. Should an employee wish change to their leave start date, 2 weeks’ notice must be given to ensure adequate cover within the workplace. An employee cannot take parent support leave or be paid SPP before the birth of the baby. If the baby is not born by the date specified, then the date must be changed or leave must be taken from the actual date of birth or a specified number of days after the birth.

5.7. ADOPTION LEAVE 5.7.1 Adoption Leave and/or Pay

The purpose of adoption leave is to facilitate time off, with pay where appropriate, for a parent with an adoptive child below the age of 18.

Adoption leave applies to one adoptive parent who is newly matched with a child, in accordance with the qualifying conditions below. The other parent, if also an employee, is entitled to shared parental leave, paternity/partner leave.

5.7.2 Adoption Leave Abbreviations

SAP - Statutory Adoption Pay SAL - Statutory Adoption Leave

5.7.3 Entitlement Criteria 5.7.3.1 Appointments

Leave will be granted for official meetings in the adoption process as well as time after the adoption itself. The agreement for time off after the adoption covers circumstances where the child is initially unknown to the adoptive parents. If there is an established relationship with the child, such as fostering prior to adoption, time off for official meetings only will be considered.

5.7.3.2 Leave and Pay

Entitlements to adoption leave and/or pay apply in accordance with the table attached (Appendix I)

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To qualify for adoption leave and pay employees must;

have completed 12 months continuous NHS service ending with the week in which they are notified of being matched with the child for adoption

Have average weekly earnings at least equal to the lower earnings limit for National Insurance contributions in the 8 weeks up to and including the 15th week before the EWC

follow the application procedure outlined below 5.7.3.3 Procedural Arrangements

The employee can choose to start his or her leave from the date of the child’s placement (whether this is earlier or later than expected), or from a fixed date which can be up to 14 days before the expected date of placement.

The employee must using the application for adoption leave and/or pay (Appendix J), notify their manager in writing before the end of the week in which they are notified of being matched with a child for adoption or by the 15th week before the baby’s due date if applying via a surrogacy arrangement:

o Of their intention to take adoption leave o The expected date of placement and o The date on which he or she intends to start adoption leave o That they intend to return to work with the same or another

NHS employer for a minimum period of three months after their adoption leave has ended

The employee must provide written confirmation from the placing authority of the decision or a parental statutory declaration that they intend to apply for a parental order in the case of a surrogacy arrangement/ (Appendix K)

Human Resources will confirm the employee’s leave and pay entitlements in writing, following receipt of the completed application form and matching certificate from the manager.

The employee can change the date from which they wish their leave to start by notifying their line manager at least 28 days beforehand (or, if this isn’t possible, as soon as is reasonably practicable beforehand).

If the employee plans to return to work at the end of the full adoption leave then further notification is not required, however, should this change, 8 weeks’ notice should be given to the line manager.

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.

5.7.3.4 Adoption Leave and Shared Parental Leave

Employees who wish to consider taking shared parental leave should refer to Section 5.4 of this policy for further information.

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6. TRAINING IMPLICATIONS (Training Needs Analysis)

Maternity, Paternity and Adoption Leave Policy and Guidance

Staff groups requiring training

How often should this be undertaken

Length of training

Delivery method

Training delivered by whom

Where are the records of attendance held?

Managers

On revision of the policy or new appointments / promotions

N/A Trust Communications

Human Resources Advisors where requested by managers

N/A

Human Resources

On appointment or revision of the policy

N/A

On the Job Training Mentoring

Team Leaders / HR Team Managers/Head of Employee Relations

N/A

Staff Side

On revision of the policy and at Policy forum

N/A

Awareness/Briefing sessions on policy

Workforce and OD Directorate

N/A

7. MONITORING ARRANGEMENTS

Area for Monitoring How Who by Reported to

Frequency

Applications for leave in accordance with the policy

Review of a sample of applications

HR Annually

Number of Grievance raised in relation to the policy

Review of HR data

HR Annually

Risk Assessments During workplace H&S inspections

Service/ Line managers/ Safety Team

Health and Safety Forum

Annually

8. EQUALITY IMPACT ASSESSMENT SCREENING

The completed Equality Impact Assessment for this Policy has been published on this Policy’s webpage on the Trust Policy website.

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8.1 Privacy, Dignity and Respect The NHS Constitution states that all patients should feel that their privacy and dignity are respected while they are in hospital. High Quality Care for All (2008), Lord Darzi’s review of the NHS, identifies the need to organise care around the individual, ‘not just clinically but in terms of dignity and respect’. As a consequence the Trust is required to articulate its intent to deliver care with privacy and dignity that treats all service users with respect. Therefore, all procedural documents will be considered, if relevant, to reflect the requirement to treat everyone with privacy, dignity and respect, (when appropriate this should also include how same sex accommodation is provided).

Indicate how this will be met

Not Applicable

8.2 Mental Capacity Act Central to any aspect of care delivered to adults and young people aged 16 years or over will be the consideration of the individuals capacity to participate in the decision making process. Consequently, no intervention should be carried out without either the individuals informed consent, or the powers included in a legal framework, or by order of the Court Therefore, the Trust is required to make sure that all Employees working with individuals who use our service are familiar with the provisions within the Mental Capacity Act. For this reason all procedural documents will be considered, if relevant to reflect the provisions of the Mental Capacity Act 2005 to ensure that the interests of an individual whose capacity is in question can continue to make as many decisions for themselves as possible.

Indicate How This Will Be Achieved.

All individuals involved in the implementation of this policy should do so in accordance with the Guiding Principles of the Mental Capacity Act 2005. (Section 1)

9. LINKS TO ANY ASSOCIATED DOCUMENTS

COSHH

Counter Fraud, Bribery and Corruption Policy

Disciplinary Policy

Display Screen Equipment

Flexible Working Policy and Procedure

Manual Handling

Sickness Absence Policy

Special Leave Policy

10. REFERENCES

Adoption and Children Act 2002 (Consequential Amendment to Statutory Adoption Pay) Order 2006 (SI 2006/2012)

Agenda for Change Terms and Conditions Handbook

Children and Families Act 2014

Control of Substances Hazardous to Health Regulations 2002 (COSHH)

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Counter Fraud, Bribery and Corruption Policy

Manual Handling Operations Regulations 1999 (MHOR)

Maternity and Adoption Leave (Curtailment of Statutory Right to Leave) Regulations 2014

Maternity and Parental Leave etc and the Paternity and Adoption Leave (Amendment) Regulations 2006 (SI 2006/2014)

Shared Parental Leave and Paternity and Adoption Leave (Adoption from Overseas) Regulations 2014

Shared Parental Leave Regulations 2014

Statutory Maternity Pay and Statutory Adoption Pay (Curtailment) Regulations 2014

Statutory Maternity Pay, Social Security (Maternity Allowance) and Social Security (Overlapping Benefits) (Amendment) Regulations 2006 (SI 2006/2379)

Statutory Shared Parental Pay (Adoption from Overseas) Regulations 2014

Statutory Shared Parental Pay (General) Regulations 2014

Work and Families Act, 2006

11. APPENDICES

Appendix A Maternity Leave and Pay Entitlements Appendix B Application Form for Maternity Leave and/or Pay Appendix C Application for Shared Parental Leave Appendix D Frequently Asked Questions Appendix E Useful Contacts Appendix F Guidance on Keeping In Touch Days during

Maternity/Shared Parental Leave and Adoption Leave Appendix G Keeping in Touch Pro-Forma Appendix H Application for Paternity (Maternity Support) leave and/or

Pay Appendix I Adoption Leave and Pay Entitlements Appendix J Application for Adoption Leave and/or Pay Appendix K Matching Certificate: Statutory Adoption Leave and Pay Appendix L Pregnant Workers Assessment Form Appendix M European Union Guidance on Pregnant Workers

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Appendix A Maternity Leave and Pay Entitlements

Leave (1)

Employee intends to return to work

(2)

Employee does not intend to return to work

(3)

Employee is unsure about returning to

work

(4)

Employee’s contract expires after the qualifying week

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(A) Less than 26 weeks at 15th week before expected week of childbirth (EWC)

Up to 52 weeks

No pay from the Trust

(May be eligible for Maternity Allowance from Job Centre Plus or Social Security Office)

No pay from the Trust (May be eligible for Maternity Allowance from Job Centre Plus or Social Security Office)



(B) 26 weeks at 15th week before EWC

Up to 52 weeks

39 weeks Statutory Maternity Pay (SMP) (if average weekly earnings are at least equal to the lower earnings limit for NI contribution rate) 13 weeks unpaid leave



39 weeks Statutory Maternity Pay (SMP) (if average weekly earnings are at least equal to the lower earnings limit for NI contribution rate) (see section 3 of guidance) 13 weeks unpaid leave

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Leave (1)


(2)


(3)


work

(4)


(C) At least 12 months at 11th week before EWC

Up to 52 weeks

8 weeks full pay (inclusive of SMP) or maternity allowance (includes dependents allowance receivable) 18 weeks half pay plus any SMP or Maternity Allowance (including dependents’ allowances) receivable up to a maximum of full pay 13 weeks SMP or Maternity Allowance 13 weeks unpaid leave


39 weeks Statutory Maternity Pay (SMP) (if average weekly earnings are at least equal to the lower earnings limit for NI contribution rate) If you do return to work for at least 3 months a payment will be made comprising of the difference between pay schemes C1 and C3 13 weeks unpaid leave

8 weeks full pay (inclusive of SMP) 18 weeks half pay plus any SMP or Maternity Allowance (including dependents’ allowances) receivable up to a maximum of full pay 13 weeks SMP or Maternity Allowance (see section 3 of guidance) 13 weeks unpaid leave

Statutory Maternity Pay (SMP) is 90% of average weekly earnings for the first six weeks and the lesser of Standard Rate SMP or 90% of average weekly earnings for the remaining 33 weeks Average weekly earnings are calculated based on earnings at the 15

th week before the EWC

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Appendix B Application for Maternity Leave and/or Pay

Name: Employee Number:

Post:

NHS Start Date:

Department: Expected Date of Childbirth:

Base:

Line Manager Line Manager

Address

Section 1 - Complete this section if you DO NOT intend to return to work:

I do not intend to return to work and my last day of service will be…………….………….. I wish/do not wish* to continue to pay pension contributions during my 52 weeks statutory maternity leave period. (*please delete as appropriate) Signed: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Date: . . . . . . . . . . . . . . . . .

Section 2 - Complete this section if you DO intend to return to work OR ARE UNSURE of

your intentions (see section 3 of the guidance):

I do intend to return to work and plan to start my maternity leave on…………………… I am applying for maternity leave and/or pay in accordance with scheme A1 / B1 / C1 / A3 / B3 / C3 / A4 / B4 / C4* (*please delete as appropriate) I plan to return to work on……………………………………….…………..(if known) I agree to the conditions of service governing maternity leave and undertake to return to work for a minimum period of 3 months, with either the Trust or another NHS employer, within 15 months of the beginning of my maternity leave. I am aware that: 1. If I decide to return to work before the end of my maternity leave period or the date

given above I must give 8 weeks’ notice.

2. Should I fail to return to work for the Trust or another NHS employer, I shall be liable to refund the whole of the maternity pay received, less any Statutory Maternity Pay to which I am entitled.

3. If I pay pension contributions now and if I am subject to pension payments on my return to work, I shall be liable for payments during any unpaid period of maternity leave I might take.

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Risk Assessment A risk assessment has been completed by my manager, a copy of which is enclosed.

Signed: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Date: . . . . . . . . . . . . . . . . . .

Once completed, submit this application form to your manager, with your original Maternity Certificate (MAT.B1 form). This form, the MAT B1 form and the maternity risk assessment should then be forwarded by your manager to

Human Resources Holly Lodge Tickhill Road Hospital Balby Doncaster DN4 8QN

Maternity Certificate (MAT.B1 form) Attached Yes No

Maternity Risk Assessment Attached Yes No

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Appendix C Application form for Shared Parental Leave

Section 1 – Your Details

Name: Employee Number:

Post:

NHS Start Date:

Department/ Care Group/ Corporate Directorate:

Base:

Line Manager Line Manager

Address

I am (delete as appropriate) The mother/adopter The father of the child (in the case of a birth) or The spouse, civil partner or the partner of the child’s mother/adopter

Section 2 – Your Partners Details

Full Name National Insurance Number

Address

They are (delete as appropriate) The mother/adopter The father of the child (in the case of a birth) or The spouse, civil partner or the partner of the child’s mother/adopter

Section 3 – Your Intentions

My/my partners maternity leave started/is expected to start on

My/my partners maternity leave ended/is expected to end on

My child’s expected week of confinement is/child was born on

The total of shared parental leave weeks my partner and I have available is

I intend to take the following number of weeks shared parental leave

My partner intends to take the following number of weeks shared parental leave

The total amount of shared parental pay (if applicable) my partner and I have available is

I intend to take the following number of weeks shared parental pay

My partner intends to take the following number of weeks shared parental pay

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Section 4 – Your Requests

Notification One (delete as appropriate) My request is for a continuous block of leave/discontinuous block of leave

I am requesting the following date(s) as SPL

I am requesting to take these dates as OsPP Yes/No

I am requesting to take these dates as ShPP

Yes/No

Request approved by Line Manager Yes/No

If not approved, reasons why

Line Managers Name

Line Manager Signature

Date completed by Line Manager

Notification Two (delete as appropriate) My request is for a continuous block of leave/discontinuous block of leave




Yes/No



Line Managers Name



Notification Three (delete as appropriate) My request is for a continuous block of leave/discontinuous block of leave




Yes/No



Line Managers Name



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Section 5 – Declaration

The declarations must be signed and dated

5.1 Your Declaration

I can confirm That I meet, or will meet, the eligibility conditions and are entitled to take SPL; That the information I have given on this form is accurate That (if you are not the mother/adopter) I am either the father of the child or the spouse of the civil partner or partner of the mother/adopter That should I cease to be eligible then I will immediately inform the Trust

Yes/No I understand that if I knowingly provide false information this may result in disciplinary action and I may be liable for prosecution and civil recovery proceedings.

Signed Print Name Date

5.2 Your Partners Declaration

I can confirm That I am the mother/adopter of the child or I am the father of the child or are the spouse, civil partner or partner of the mother/adopter That I satisfy the ‘employment and earnings’ test and has at the date of the child’s birth or placement for adoption the main responsibility for the child, along with the employee; That I consent to the amount of SPL that the employee intends to take That I consent to the Trust processing the information contained in the declaration form; and

(If you are the mother/adopter) that I will immediately inform my partner should they cease to satisfy the eligibility conditions

I understand that if I knowingly provide false information this may result in disciplinary action and I may be liable for prosecution and civil recovery proceedings.

Signed Print Name Date

5.3 Management Declaration

Signed Print Name Job Title Date

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Section 6 – MATERNITY/ADOPTION LEAVE CURTAILMENT NOTICE

(To be completed if you are the child’s mother)

Declaration: I wish to bring my maternity leave (and statutory and occupational maternity pay) to an end to be able to take shared parental leave. I have also completed a [form providing a notice of entitlement and intention to take shared parental leave/declaration that my partner has provided a notice of entitlement and intention to take shared parental leave to his/her employer and that I consent to the amount of leave that he/she intends to take] I wish to end my [ordinary/additional] maternity leave on

I wish my statutory and occupational maternity pay period (if applicable) to end on

Signed

Print Name

Date

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Shared Parental Leave Pay and Entitlements

Leave (1)


(2)


(3)


work

(4)


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(A) Less than 26 weeks at 15th week before expected week of childbirth (EWC)

Up to 50 weeks

No pay from the Trust

The individual must have worked for the Trust for at least 26 weeks at the end of the 15th week before the child's expected due date/matching and is still working for the Trust at the start of each leave period.

No pay from the Trust The individual must have worked for the Trust for at least 26 weeks at the end of the 15th week before the child's expected due date/matching and is still working for the Trust at the start of each leave period.



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Leave (1)


(2)


(3)


work

(4)


(B) 26 weeks at 15th week before EWC

Up to 50 weeks

37 weeks ShPP (less any weeks of statutory maternity pay which have already been taken)

(if average weekly earnings are at least equal to the lower earnings limit for NI contribution rate) 13 weeks unpaid leave







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Leave (1)


(2)


(3)


work

(4)


(C) At least 12 months at 11th week before EWC

Up to 50 weeks

6 weeks full pay (inclusive of SSPP) 18 weeks half pay plus any ShPP (including dependents’ allowances) receivable up to a maximum of full pay 13 weeks ShPP (less any weeks of full pay, half pay plus statutory maternity pay which have already been taken) 13 weeks unpaid leave

37 weeks ShPP


37 weeks ShPP


6 weeks full pay (inclusive of ShPP) 18 weeks half pay plus any SSPP or Maternity Allowance (including dependents’ allowances) receivable up to a maximum of full pay 13 weeks ShPP (less any weeks of full pay, half pay plus statutory maternity pay which have already been taken) 13 weeks unpaid leave

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Appendix D

Frequently Asked Questions Planning Maternity Leave When can I start my maternity leave? You can start your maternity leave at any time from the 11th week before the EWC. However you may work longer than this, right up to the EWC if you wish, provided you give the required notice to your manager. What if I want to change the start date? If you subsequently want to change the start date of your maternity leave you should notify your manager at least 28 days beforehand (or as soon as is reasonably practicable). What happens if I am ill before my maternity leave is due to start? If you are ill, with a pregnancy related illness that starts before and continues into the last four weeks before the EWC, your maternity leave and/or pay will automatically start at the beginning of the 4th week before the EWC. If you are ill, with a pregnancy related illness that starts during the last 4 weeks before the EWC your maternity leave will start at the beginning of the next week after you last worked. How much maternity leave can I take? You must take at least 2 weeks maternity leave after your baby is born and you can take up to 52 weeks maternity leave (see table in appendix 1), some of which may be paid. Will I lose any contractual rights by taking maternity/shared parental or adoption leave? During your leave period you will retain all your contractual rights except normal pay (you may be entitled to maternity pay). You will have the right to return to your job under your original contract including pay plus any increases, and on no less favourable terms and conditions. Maternity leave, whether paid or unpaid, will count as service for annual increments and for the purposes of any service qualification period for additional annual leave. I am on a rotational training contract, what rights do I have to return? If you are on a planned rotation of appointments with one or more NHS employers as part of an agreed programme of training, you have the right to return to work in the same post or in the next planned post, irrespective of whether the contract would otherwise have ended if pregnancy and childbirth had not occurred. In such circumstances your contract will be extended to enable you to complete the agreed programme of training. Will I be entitled to annual leave and when can I take it? Annual leave and general public holidays will continue to accrue during the whole maternity leave period. If your maternity leave period extends beyond the end of the annual leave year (31st March), you should arrange with your line manager to take

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your annual leave entitlement before your maternity leave begins, where this is possible. Do I need to keep in touch during my maternity leave? Before going on leave you should discuss and agree with your manager how you will keep in touch. During your maternity leave you are entitled up to a maximum of 10 keep in touch days. Keep in touch days cannot be taken during the compulsory maternity leave period – that is the two weeks following childbirth. Your manager may initiate a programme of keep in touch days, which should be planned in advance at mutually agreed dates in consultation with you. For KIT days worked you will be paid at their basic daily rate for the hours worked, less any occupational or statutory maternity. If a KIT /SPLiT day is worked in the full pay period, we will make arrangements to ensure that you receive a day of paid leave in lieu once you have returned to work. If a KIT day is worked on a day of leave in the half pay period, we will make arrangements to ensure you receives a half day of paid leave in lieu once you have returned to work. Working for part of any day will count as one day. These days could be used for training purposes or other activities undertaken for the purpose of keeping in touch with the workplace (see appendix F and G). You should also consider:

any voluntary arrangements that may help you to remain aware of any developments at work and, nearer the time of your return, to help facilitate your return to work.

keeping your manager informed of any developments that may affect your intended date of return.

Pay and benefits

How much maternity pay will I receive? The amount of maternity pay you will receive will depend on your continuous service and whether or not you are entitled to receive contractual maternity pay as well as statutory maternity pay (this is detailed in the table in appendix 1). I need to know how much pay I will receive whilst on maternity/ partner/ paternity/ adoption leave? Employees can request from their respective Pay Clerk a projection of earnings whilst on maternity/partner/paternity/adoption leave to allow individuals to plan for their period of leave effectively. To arrange a meeting contact 01302 796350 to be forwarded to the appropriate pay clerk. What other benefits might I be entitled to? You may also be able to claim child benefit and child tax credits from the HMRC. Can I still make contributions to my pension during maternity leave? If you pay contributions to the NHS pension scheme and require these to continue during your maternity leave period, whether this is paid or unpaid, and whether or not

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you plan to return to work, you should seek advice from the Pensions Officer in Pay Services before your maternity leave begins. What will happen to the other deductions from my salary? During any unpaid period of maternity leave, deductions from your salary, e.g. payments to Westfield Health Scheme, Trade Union, social club or professional subscriptions, will cease. You should therefore contact the recipients of these payments, in order to make alternative arrangements. This is especially important for payments to the Westfield scheme as if payments cease your entitlement to benefits under the scheme may be affected.

Unforeseen events

What happens if my baby is born prematurely? If your baby is born before the eleventh week before the expected week of childbirth, and you are at work in the actual week of childbirth, your maternity leave will start on the first day you are absent. If your baby is born before the eleventh week before the expected week of childbirth, and you are absent from work due to sickness during the actual week of childbirth, your maternity leave will start the day after the actual date of birth. If your baby is born before the eleventh week before the expected week of childbirth and is in hospital, you may, if you wish, split your maternity leave entitlement by taking a minimum of two weeks leave immediately after the birth and the rest of your leave after your baby has been discharged from hospital. What if things go wrong with my pregnancy? If your baby is stillborn after the end of the 24th week of pregnancy you will still be entitled to the same maternity leave and pay. If you have a miscarriage before the 25th week of pregnancy normal sick leave provisions will apply as necessary. Returning to work

Do I need to give any notice of my return to work? If you plan to return to work at the end of your full maternity leave you do not need to give any further notification of your return. If you plan to return to work early you must give your manager 28 days’ notice. What will happen if I fail to return to work? If, after indicating an intention to return to work, you fail to do so for a minimum period of 3 months, with either the Trust or another NHS employer, within 15 months of the beginning of your maternity leave, you may be liable to pay back the whole of your maternity pay, less any statutory maternity pay, received. Can I return to work on different contractual arrangements? If you would like to return to work on different contractual arrangements –

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e.g. a move from full time to part time; a change in hours; a change in working pattern, you should discuss this with your line manager at the earliest opportunity and no later than 4 weeks before you intend to return to work. For further information please refer to the Flexible Working Policy and Procedureavailable on the intranet. Will the Trust allow me time off for post-natal care? The Trust will grant paid time off to women who have recently given birth for post-natal care as in accordance with section 5.3.2.4. Will I still be able to breastfeed if I return to work? If you are still breastfeeding when you return to work you will be provided with suitable facilities to enable you to express and store milk, Can I get any help with childcare? Support is available through the Human Resources department. For further information on nurseries and school holiday play schemes on site please contact the Human Resources department.

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Appendix E

Useful Contacts Child Care Link (Provides details on local child care information) www.childcarelink.gov.uk

Gingerbread for Lone Parents 520 Highgate Studios, London NW5 1TL Tel: 0800 802 0925 www.gingerbread.org.uk

Maternity Action 52-54 Featherstone Street London EC1 8RT Tel: 0808 802 0029 www.maternityaction.org.uk National Childbirth Trust NCT 30 Euston Square London NW1 2FB.Tel: 0300 330 0700 https://www.nct.org.uk Single Parent Families https://www.singleparents.org.uk/ TAMBA (Twins & Multiple Births Association) Manor House Church Hill, Aldershot Hants, GU12 4JU Tel: 01252 332344 www.tamba.org.uk

BLISS (Premature Baby Charity) Fourth Floor Maya House 134-138 Borough High Street London SE1 1LB Tel: 020 7378 1122 www.bliss.org.uk The Miscarriage Association 17 Wentworth Terrance c/o Clayton Wakefield West Yorkshire WF1 3QW Tel: 01924 200 799 www.miscarriageassociation.org.uk For local contact details please refer to your GP, Midwife or Health Visitor

http://www.childcarelink.gov.uk/

http://www.gingerbread.org.uk/

http://www.maternityaction.org.uk/

https://www.nct.org.uk/

http://www.tamba.org.uk/

http://www.bliss.org.uk/

http://www.miscarriageassociation.org.uk/

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Appendix F

Guidance on keeping-in-touch (KIT) days during Maternity/Shared Parental Leave and Adoption Leave

During your maternity leave period, you and your manager may make reasonable contact in order to discuss your return to work and to make you aware of important changes taking place within the Trust. In addition, you and your manager can agree for you to attend work for up to 10 days during your maternity leave period, as a way of keeping in touch with workplace developments and these days are known as ‘keeping-in-touch days’. The Trust encourages employees to make use of keeping-in-touch days as a positive way to keep in contact with developments within your service, team and department, and to facilitate the transition of returning to work at the end of your period of maternity leave. Provision to work keeping-in-touch days

Keeping-in-touch days enable you to attend work for up to a maximum of 10 days or 20 days for the purpose of shared parental leave during your maternity leave/shared parental leave period, without suffering a detriment to your maternity pay. Requirement to undertake keeping-in-touch days

Whilst the Trust encourages the use of keeping-in-touch days as a means of assisting employees in maintaining contact with their manager and team whilst on maternity leave, and to aid in making the transition of returning to work following maternity leave, any work undertaken during maternity leave is optional and must be in agreement with both you and your manager. The Trust understands and is supportive of the fact that some employees may not wish to attend work whilst on maternity leave or that some employees may find it difficult to attend work because of various reasons. You should therefore feel under no pressure to attend work for keeping-in-touch days; keeping-in-touch days are entirely optional. Under the same principle that keeping-in-touch days are optional for you as the employee, your manager is also under no obligation to allow you to attend work on the days you request to work your keeping-in-touch days. Your manager is required to assess the needs of the service and to prioritise these needs. For example, your manager may not be able to accommodate your attendance at work on the specific days or times you have requested to work because there might not be a requirement for you to perform your job role at the times of day you are requesting. However, employees should be assured that the opportunity to work keeping-in-touch days would not be unreasonably refused. Timing of keeping-in-touch days

Keeping in touch days can be taken at any point during your maternity leave period, other than in the period of your compulsory maternity leave, which is the two weeks immediately after the birth of your baby. You can attend work for a keeping in touch day for either an individual day or a consecutive number of days. The specific dates in which you will undertake your keeping in touch days should be agreed between

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you and your manager and will always be subject to service needs. It may be useful for you and your manager to agree whether you will undertake any keeping-in-touch days prior to starting your maternity leave, and if so, to produce a plan of when you might undertake these days. This would enable both parties to make any necessary arrangements ahead of the keeping-in-touch days. Payment for working keeping-in-touch days/time off in lieu For KIT /SPLiT days worked the employee will be paid at their basic daily rate for the hours worked, less any occupational or statutory maternity / adoption / shared parental leave payments. If a KIT /SPLiT day is worked in the full pay period, we will ensure that you receive a day of paid leave in lieu once the employee has returned to work. 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 This will not affect your entitlement to maternity pay/shared parental pay for the week or weeks you undertake keeping-in touch days. Employees who do not qualify for statutory maternity pay: If you are receiving maternity allowance from Jobcentre Plus because you did not qualify for statutory maternity pay, you may work for up to 10/20 days during your maternity leave without losing your maternity allowance. You would receive your daily rate for work undertaken as a keeping-in-touch day, regardless of the number of hours you work during the keeping-in-touch day, plus your maternity allowance payable from the Jobcentre Plus. Type of work undertaken as a keeping-in-touch day

The type of work that you undertake as a keeping-in-touch day is subject to agreement between you and your manager. This could be any activity that would ordinarily be classed as work under your contract of employment. Keeping-in-touch days would be particularly useful for attending conferences, training or team meetings. Keeping-in-touch days may also be used to phase you back into returning to work as the end of your maternity leave period approaches. Hours worked during a keeping-in-touch day

Any work undertaken on a day during your maternity leave period will count as a whole keeping-in-touch day, regardless of the number of hours you attend work. As a result, if you attend work for one-hour training session and do not undertake any other work that day, you will have used one of your 10/20 keeping-in-touch days. Working in addition of 10/20 days

You are permitted to work in excess of 10/20 days during your maternity leave period, subject to agreement with your manager. However, you will lose your weeks SMP for the period you attend work after you have exhausted your entitlement to 10/20 keeping-in-touch days.

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Notifying payroll

Your manager is responsible for notifying Pay Services of any work you undertake as a keeping-in-touch day using the keeping-in-touch proforma. Pension contributions

Payment received for working keeping-in-touch days will be subject to deductions for pension contributions along with any maternity pay you are due to receive.

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Appendix G Keeping-In-Touch Pro-Forma

To be completed in consideration of the document

‘Guidance on keeping-in-touch days during Maternity/Paternity (Maternity Support)

Leave.’

Employee:_____________________________ Personal No:___________________ Manager: _____________________________ Department:____________________ Date Maternity/Paternity (Maternity Support) Leave/ commenced:_______________ Expected return to work date:____________________________________________

Dates of Keeping in Touch Day(s)

Employee signature……………………………………… Date……………………… Managers signature……………………………………… Date………………………. Once completed this form should be forwarded to Pay Services for processing, with a copy kept on the employee’s personal file.

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Appendix H

Application for Paternity (Maternity Support) leave and/or Pay

The baby is due on / the child _____ / _____/______

will be placed on

And, if the baby has been born, please _____/_____/_______

enter the actual date of birth

I would like my paternity (maternity support)

leave to start on

_____/_____/_______

I want to be away from work for one / two* weeks (delete as appropriate)

Your declaration

Surname: ___________________________

First name(s) ___________________________

National Insurance (NI) Number:

You must be able to meet three of the following criteria in order to qualify for Paternity (Maternity Support) Pay and leave. Please tick where appropriate. I declare that I am:

the baby’s biological father, or married to, or in a civil partnership with the

mother, or living with the mother in an enduring family relationship but not an

immediate relative, AND

I have responsibility for the child’s upbringing AND

I will take time off work to support the mother or care for the child.

Signature ____________________________ Date _______________________ PLEASE RETURN THIS FORM TO YOUR LINE MANAGER WHO WILL FORWARD IT ON

TO THE HUMAN RESOURCES DEPARTMENT AT Holly Lodge

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Appendix I

Adoption Leave and Pay Entitlements

Leave

(1)


(2)

Employee does not intend to return to

work

(3)


work

(4)


Co

nti

nu

ou

s S

erv

ice

by

we

ek

no

tifi

ed

of

be

ing

ma

tch

ed

wit

h a

ch

ild

fo

r a

do

pti

on

(A) Less than 26

weeks Continuous

Service by week notified of being matched with a

child for adoption

Up to 52 wks

No Pay from the Trust (May be eligible for Maternity Allowance from Department of Works and Pensions)



No pay from the Trust (May be eligible for Maternity Allowance from Department of Works and Pensions)

(B) 26 weeks but less than one

year’s Continuous

Service by week notified of being matched with a

child for adoption

Up to 52 wks

39 weeks Statutory Adoption Pay (SAP) (if average earnings are above minimum NI contribution rate) 13 weeks unpaid leave




(C) At least one

year

Up to 52 wks

8 weeks full pay (inclusive of SAP)

39 weeks Statutory Adoption Pay (SAP)

39 weeks Statutory Adoption Pay (SAP)

8 weeks full pay (inclusive of SAP)

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Leave

(1)


(2)

Employee does not intend to return to

work

(3)


work

(4)


Continuous Service by week notified of being matched with a

child for adoption

plus 18 weeks half pay plus any SAP receivable up to a maximum of full pay Plus 13 weeks SAP 13 weeks unpaid

(if average earnings are above minimum NI contribution rate) 13 weeks unpaid

(if average earnings are above minimum NI contribution rate) If you do return to work for 3 months a payment will be made comprising of the difference between pay schemes C1 &C3 13 weeks unpaid

18 weeks half pay plus any SAP or Adoption Allowance (including dependents’ allowances) receivable up to a maximum of full pay 13 weeks SAP or Adoption Allowance 13 weeks unpaid leave

Statutory Adoption Pay (SAP) is 90% of average weekly earnings for the first six weeks and the lesser of Standard Rate SMP or 90% of average weekly earnings for the remaining 33 weeks Average weekly earnings are calculated based on earnings at the 15th week before the EWC

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Appendix J Application for Adoption Leave and/or Pay

Name: Pay Number:

Post:

NHS Start Date:

Department:

Expected Date of Placement:

Base Address of Manager

Name of Manager

Section 1 - Complete this section if you do not intend to return to work:

I do not intend to return to work and my last day of service will be………………

I wish/do not wish* to continue to pay pension contributions during my 52 weeks statutory adoption leave period. (*please delete as appropriate)

signed: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . date: . . . . . . . . . . . . . . . . .

Section 2 - Complete this section if you DO intend to return to work OR ARE UNSURE

I do intend to return to work and plan to start my adoption leave on…………………… I am applying for adoption leave and/or pay in accordance with scheme A1 / B1 / C1 / A3 / B3 / C3* (*please delete as appropriate) I plan to return to work on……………………………..(if known) I agree to the conditions of service governing adoption leave and undertake to return to work for a minimum period of 3 months, with either the Trust or another NHS employer, within 15 months of the beginning of my adoption leave. I am aware that: 1. If I decide to return to work before the end of my adoption leave period or the date

given above I must give 8 weeks’ notice. 2. Should I fail to return to work for the Trust or another NHS employer, I shall be liable

to refund the whole of the adoption pay received, less any Statutory Adoption Pay to which I am entitled.

3. If I pay pension contributions now and if I am subject to pension payments on my return to work, I shall be liable for payments during any unpaid period of adoption leave I might take.

Signed: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Date: . . . . . . . . . . . . . . . . . .

Once completed, submit this form to your manager, with your Matching Certificate. Both forms should then be forwarded, by your manager to Senior HR Assistant, Onyx

Centre, Tickhill Road site, Balby, Doncaster, DN4 8QN

Matching Certificate Attached?

Yes No

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Appendix K

This certificate when completed by the appropriate adoption agency may be used as

evidence for the purposes of Statutory Adoption Leave and/or Pay. It confirms that

the named person(s) has been matched with a child for adoption.

A. Name and address of adoptive parent(s):

I confirm that the person(s) named above has been matched by this agency with a

child for adoption and,

They were notified of this on: It is expected that the child will be placed with them on: The child has already been placed with them, this occurred on: B Agency name and address:

Agency Stamp or letterhead This is an adoption agency within the meaning of the Adoption Act 1976 or the

Adoption (Scotland) act 1978.

Name: Title: Signature: Title:

Matching Certificate:

Statutory Adoption Leave and Pay

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Appendix L

PREGNANT WORKERS ASSESSMENT Assessment Number: Health & Safety Office Use Only Please print details clearly Department: Assessor:

Is this a multiple pregnancy: Y / N Gestation (Weeks)

Date: Name and Job Title of New or Expectant Mother:

Is this a multiple pregnancy: Y / N Gestation (Weeks)

Estimated Date of Delivery:

Yes No Date Assessor

Has a general Work Place assessment been carried out for this department?

Please tick ‘YES’ or ‘NO’ and enter any comments in the space provided.

COSHH YES NO Comments

Is the New/Expectant Mother likely to be exposed to any hazardous substances or biological agents?

Is she up-to-date with her immunisation programme?

Have specific COSHH assessments been carried out for this department?

MANUAL HANDLING

Is the New/Expectant Mother likely to undertake any manual handling tasks?

Have specific assessment(s) been carried out for her?

Is any remedial action necessary?

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Has remedial action (if required) been carried out?

Is lifting equipment available if required?

VDU (Visual Display Screen) EQUIPMENT

Does the New/Expectant Mother use VDU equipment?

Has her workstation been assessed?

Were any problems highlighted?

If required, has remedial action been taken/initiated?

PERSONAL PROTECTIVE EQUIPMENT (PPE)

Is the New/Expectant Mother required to use/wear any Person Protective Equipment? (Does NOT include uniform).

Has training been given to her on how to use/wear PPE correctly?

Does she find PPE comfortable to wear/use?

Has maternity uniform been ordered or obtained?

MACHINERY/EQUIPMENT

MACHINERY/EQUIPMENT

Is the New/Expectant Mother likely to use any machinery/equipment? Any equipment EXCLUDING: substances (e.g. acids, alkalis, slurry, cement, water etc), structural items (wall, stairs, roof), VDU, private car.

Does any of the machinery/equipment used present a greater risk to her than to any other worker?

Has she been trained and informed regarding the use/hazards of the equipment?

DRIVERS

Does she drive a vehicle as an integral part of her job?

Is the vehicle driving position adjustable for driver comfort?

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ENVIRONMENT

Does the department have sufficient welfare facilities? (e.g. toilets, washing facilities, drinking water)

Is temperature and ventilation generally comfortable?

Is lighting suitable and sufficient?

Is there sufficient space for workers?

Is the area kept clean and tidy?

Are floors even and intact?

OTHER

This section is for the assessor to highlight any other risk within the workplace NOT already covered by the above sections, e.g. violence and aggression, working hours, pace of work etc. (please use a continuation sheet if necessary).

YES NO COMMENTS

Physical Condition/Minor Disorders Conditions/Minor Disorders

Enter a brief statement describing general fitness/physical condition of the New/Expectant Mother at the time of assessment, for example is she suffering from any of the following: Morning sickness; Backache; Fatigue or any other condition which could affect their well being.

Please ensure BOTH signatures are obtained in the section below BEFORE sending a copy of the complete assessment form to: Manual Handling Team, Almond Tree Court, THR Site, Doncaster/ [email protected]

Signature of New/Expectant Mother: Date:

Signature of Senior Manager: Date:

mailto:[email protected]

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Appendix M European Union Guidance on Pregnant Workers Generic hazards

Preventative or risk control measures

What is the risk Other legislation

Mental and physical fatigue and working hours

It may be necessary to adjust working hours temporarily, as well as the timing and frequency of rest breaks, and to change shift patterns.

Working alone Depending on their medical condition, help and support needs to be available when required and emergency procedures (if needed) must take into account the needs of new and expectant mothers.

Lack of rest and other welfare issues (including passive smoking)

Provide access to somewhere where the employee can sit or lie down comfortably, in privacy, and without disturbance, at appropriate intervals.

The manager should warn expectant mothers of any risks of environmental tobacco smoke.

Risk of infection or kidney disease (toilet facilities)

Working practices need to be adapted, for example, in continuous processing and team working situations. Appropriate measures must enable expectant mothers to

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leave their work station/activity at short notice, and more frequently than normal.

Noise The employer must ensure that workers who are pregnant, who have recently given birth or who are breast-feeding are not exposed to noise levels exceeding national exposure limit values.

There seems to be no significant risk to new and expectant mothers or to the foetus, but prolonged exposure to loud noise may lead to increased blood pressure and tiredness

Noise at work regulations 1989

Vibration (includes whole body vibration)

Excessive vibration should be avoided. It should be recognised that use of personal protective equipment by the mother will not protect the unborn child from a vibration hazard. Is this a risk anywhere?

Regular exposure to shocks, low frequency vibration, may increase miscarriage. Long term exposure to vibration does not cause foetal abnormalities but often occurs with heavy physical work, so there may be an increased risk of prematurity or low birth weight.

None specific

Ionising radiation As soon as a pregnant woman informs the organisation of her condition, the protection of the unborn child must be comparable with that provided for members of the public. The equivalent dose to the unborn child has to be as low as is reasonably achievable, and will not usually exceed 1mSv during the remainder of the pregnancy.

Significant exposure to ionising radiation can be harmful to the foetus.

If a nursing mother works with radioactive liquids or dusts, these can cause exposure of the foetus, particularly through contamination of the mother’s skin.

Ionising Radiations Regulations 1985 and supporting codes of practice.

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Special attention should be paid to the possibility of nursing mothers encountering radioactive contamination and they should not be employed where there is a significant risk of contamination

Also there may be a risk to the foetus from radioactive contamination breathed in or ingested by the mother and transferred across the placenta.

Extremes of cold or heat Pregnant workers should not be exposed to prolonged excessive heat or cold at work.

When pregnant, women tend to tolerate the heat less well and are liable to faint.

The risk is likely to be reduced after the birth but it is not certain how quickly an improvement comes about.

Breast feeding may be impaired by heat dehydration

No specific problems arise from working in extreme cold, although clearly for other health and safety reasons, warm clothing should be provided.

None specific

Work in a high pressure atmosphere, for example, pressurised enclosures

Pregnant workers should not work in a high-pressure atmosphere?

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Chemicals and substances For work with hazardous substances, which include chemicals which may cause heritable genetic damage, employers are required to assess the health risks to workers arising from such work and where appropriate, prevent or control the risks

Work with display screen equipment (DSE)

The commission says that pregnant women do not need to stop working with VDU’s (DSE). However, to avoid anxiety, those who are worried about working with (DSE) should be given the opportunity to discuss their concerns with someone adequately informed of current information and advice.

The levels of ionising and non ionising electromagnet radiation which are likely to be generated by display screen equipment are well below those set out in international recommendations for limiting risks to human health created by such emissions and the National Radiological Protection Board does not consider such levels to pose a significant risk to health.

No special protective measures are therefore needed to protect the health of people from this radiation

Control of Substances Hazardous to Health Regulations 1994: approved Code of Practice on the Control of biological agents: approved list of biological agents.

Display screen equipment regulations1992

Biological agent or hazard

Exposure to hepatitis B, HIV (the AIDS virus)

A general risk assessment must be carried out, which will take into account the biological agent, how infection is spread,

These may be transmitted through the placenta while the child is in the womb

COSHH

Other legislation

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how likely contact is, and what control measures are.

Substances labelled R40, R45, R46 and R47 under Directive 67/548/EEC (since amended on a number of occasions

Mercury and mercury derivatives (this is being phased out in the Trust

Cytotoxic drugs

Specialist advice should be sort in areas with these substances.

There is no known threshold limit and exposure must be reduced to as low as level as is reasonably practicable. Assessment of the risk should look particularly at the drug for use (pharmacist, nurses).

HSE’s Guidance notes on Precautions for the safe handling of cytotoxic drugs should be consulted to reduce risks.

Those who are trying to conceive a child or are pregnant or breastfeeding should be fully informed of the reproductive effects.

In the long term these drugs cause damage to genetic information in sperm and eggs. Some can cause cancer. Absorption is by inhalation.

Pesticides

Carbon monoxide, lead and lead derivatives

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In addition to the table there are other aspects, which will affect the pregnant worker and these are:

ASPECTS OF PREGNANCY FACTORS IN WORK

Morning sickness Early shift work

Backache Standing/manual handling/posture

Standing/Sitting Working in hot conditions

Varicose veins Difficulty in leaving job/site of work

Haemorrhoids Overtime

Manual handling Evening work

Frequent visits to the toilet Problems of working in tight fitting workspaces

Increasing in size Use of protective clothing

Tiredness Work in confined area

Comfort Problems of working on slippery, wet surfaces

Balance, Dexterity, agility, co-ordination, Exposure to nauseating smells

Speed of movement, reach,

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