What You Need to Know About Parental Leave
Preparing for the arrival of a new baby can be very exciting and also stressful for you. There are many questions that you will have and many preparations to do before the baby arrives.
One of the factors that will be on your mind is how it will impact your work. Make sure you understand your employment rights and know where you stand before you request parental leave. Here is a guide to show you what you need to know about it and how to go about it although seeking the proper legal advice from a solicitor is always recommended.
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Maternity Leave
A woman is allowed to take up to a year off work, but will only be paid for a maximum of 39 weeks. You should ensure that you tell your employer the date that your leave will start by the 15th week before the baby arrives.
In some instances, you may need to provide a medical certificate to confirm when you are due. You can get it from your midwife or gynaecologist. You should hand it in early. Maternity leave consists of:
Ordinary Maternity Leave
This one applies to the first 26 weeks of the leave. You will be able to receive any pay increase as you would if you were still working but not get your usual pay unless the contract states so.
Additional Maternity Leave
It applies to the period after the 26 weeks are over. Once it is done, you have the right to return to work as long as the job is still available. If it is not, then you have a right to be given similar employment that is appropriate for you. You do not have the right to be given the same job.
Paternity Leave
As a father, you have the right to take one or two weeks off work once the baby is born. It is known as Ordinary Paternal Leave and will also apply if you and your other half are adopting a child.
The start date of your parental leave should be either the date that the baby was born or some days agreed upon following the arrival of the baby.
When it comes to parental leave, you need to inform your employer in advance. You need to know your rights so that you will not be exploited or even fired because of taking that leave.
No employer should deny you that leave since it is your right. With the above information, you are a step further in following the right procedure while applying for it.
Disclaimer: The contents of this article are for information purposes only and should not be relied upon as formal legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article. Specific legal advice should be sort tailored to the individual circumstances in all cases.
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