Maternity Benefits Guide - Hampshire County Council

Human Resources Department
Maternity Benefits Guide
Including parental and paternity leave information

Published July 2011

Copyright © Hampshire County Council, Pay & Contract
Support Services
All rights reserved. No part of this document may be
reproduced, stored in a retrieval system or transmitted in
any other form by means, electronic, mechanical,
photocopying, recording or otherwise without the prior
permission of the authors.
The information contained in this guide is what the
authors believe to be the present position regarding the
terms and conditions of service for maternity, parental
and paternity leave and pay purposes. The information is
however, subject to change where appropriate.

Page 4 of 78
Contents
1 Service Provision ................................................................................................................... 6
2 Who is covered by this guide ......................................................................................... 7
2.1 Included ...................................................................................................................... 7
2.2 Excluded ..................................................................................................................... 7
2.3 References .................................................................................................................. 7
3 Introduction ............................................................................................................................. 8
4 Background to Maternity Rights ................................................................................. 9
5 Maternity Benefits Procedure ...................................................................................... 10
6 Informing us you’re pregnant ...................................................................................... 15
6.1 Changing your maternity leave start date ............................................ 16
7 Communication with your HR caseworker .......................................................... 17
8 Completing Form M1 ........................................................................................................ 18
9 Your maternity leave ......................................................................................................... 19
9.1 Entitlement to Ordinary Maternity Leave (OML)............................... 19
9.2 Entitlement to Additional Maternity Leave (AML) ............................ 19
9.3 Commencement of your maternity leave ............................................... 19
9.4 Your HR caseworker’s role ............................................................................. 20
9.5 Ensuring your health and safety at work ............................................. 20
9.6 If you don’t take maternity leave ................................................................ 20
9.7 Newly Qualified Teachers and maternity leave .................................. 21
9.8 At a glance service requirements for leave for EHCC staff .......... 22
9.9 At a glance service requirements for leave for teaching staff .... 23
10 Other maternity related absences ............................................................................ 24
10.1 Health and well-being care ............................................................................ 24
10.2 Annual leave ........................................................................................................... 24
10.3 Sickness and maternity ................................................................................... 24
10.4 Parental Leave ....................................................................................................... 25
10.5 Other family friendly schemes available ................................................ 25
11 Maternity pay ........................................................................................................................ 26
11.1 Maternity pay schemes .................................................................................... 26
11.2 Statutory Maternity Pay (SMP) Scheme ................................................. 26
11.3 Occupational Maternity Pay (OMP) Schemes ...................................... 28
11.4 Requirement to repay OMP ........................................................................... 29
11.5 Postponing payment of OMP ......................................................................... 30
11.6 Combining OMP and SMP .............................................................................. 30
11.7 How your maternity payments are made .............................................. 31
11.8 Deductions from maternity pay .................................................................. 31
11.9 Childcare vouchers ............................................................................................. 33
11.10 Employees with more than one employment with HCC ............... 34
11.11 Entitlement to state benefits ........................................................................ 34
11.12 Entitlement in the event of miscarriage or stillbirth ...................... 34
11.13 Service requirements for Occupational and Statutory Maternity
Pay benefits ............................................................................................................. 35
12 Keeping In Touch ................................................................................................................ 37
12.1 The purpose of “Keeping in Touch” (KIT) days ................................... 37
13 Returning to work .............................................................................................................. 40
13.1 Nature of right to return ................................................................................. 40
13.2 Notification of intention to return to work or resign ....................... 40
13.3 Postponement of return by the line manager ..................................... 41
13.4 School based staff - returning to work during a school holiday
period .......................................................................................................................... 41
13.5 Returning to work part-time ......................................................................... 41
13.6 Flexible working ................................................................................................... 42
13.7 Job sharing ............................................................................................................. 43
13.8 Career breaks ........................................................................................................ 43
13.9 Reasonable contact ............................................................................................ 43

13.10 Protection from unfair treatment ............................................................... 44
13.11 Further maternity leave ................................................................................... 44
13.12 Continuous service ............................................................................................. 44
13.13 Any queries ............................................................................................................. 44
14 Resignation or termination of employment ......................................................... 45
14.1 Before maternity leave ...................................................................................... 45
14.2 During maternity leave .................................................................................... 45
14.3 After maternity leave ......................................................................................... 46
15 Checking your payments are correct ...................................................................... 47
15.1 Underpayments and overpayments .......................................................... 47
15.2 Identification and responsibility for managing over and
underpayments ..................................................................................................... 47
15.3 The legal context .................................................................................................. 48
16 Health and safety ................................................................................................................ 49
16.1 Common hazards ................................................................................................ 49
16.2 Employee Support Line (ESL) ...................................................................... 50
16.3 Teacher Support Line ........................................................................................ 50
17 Frequently Asked Questions ........................................................................................ 52
Appendix 1 – contact details .................................................................................................... 56
Appendix 2 - Glossary of acronyms and terms ............................................................. 58
Appendix 3 – useful websites .................................................................................................. 60
Appendix 4 – Other family friendly schemes .................................................................. 61
Appendix 5 – Forms to notify us of maternity ............................................................... 68
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1 Service Provision
Management of maternity related casework is presented to
school and department based customers via their respective
Service Level Agreements (SLA) or Customer Agreements, with
the HR Service (represented by either Education Personnel
Services or the HR Directorate.
The basic shape of these agreements remains the same,
coming in two parts (core and discretionary), to reflect where
services for schools and departments are commissioned.
For the purpose of delivering maternity related HR and Payroll
services Pay & Contract Support Services are the primary
service provider through which such services will be accessed
and delivered applying common service standards and
feedback mechanisms across customer groups. Support for
the delivery of these services will be provided by Education
Personnel Services (schools) and the Employment Practice
Centre (departments) where appropriate.
Pay & Contract Support Services (PCSS) are committed to
delivering a high quality service to all employees throughout
their pregnancy, maternity leave, and return to work. To that
end, the employee will be assigned a dedicated caseworker
who will assist the employee and their line manager to manage
the maternity leave and pay. Any queries the employee or their
line manager has regarding these matters should be referred
to their caseworker in the first instance.
The PCSS caseworker will ensure that all notifications relating
to the start or end of maternity leave and pay received from
employees or their line manager affecting the SAP payroll
system are actioned promptly and, where a response to that
notification/action is required, the PCSS caseworker will do so
in a timely manner not exceeding 28 calendar days.
In all other cases queries will be responded to within five
working days. If the query cannot be resolved within this
timescale, an acknowledgement will be sent within five
working days of receipt of the query, depending on its nature.
A follow up reply or progress report will be sent within a
further 15 working days.
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2 Who is covered by this guide
2.1 Included
The conditions within this booklet apply to the following
employee staff groups all employed by Hampshire County
Council:
2.2 Excluded
• Employment in Hampshire County Council (EHCC) Pay
and Conditions of Service
• Soulbury pay and conditions (shown as EHCC)
• Joint Negotiating Committee (JNC) for Youth and
Community Workers (shown as EHCC)
• School Teachers’ Pay and Conditions of Service
Casual workers, including Supply Teachers, are not covered
by the conditions referred to in this booklet.
Staff not employed by Hampshire County Council.
Employees of Foundation, Trust or Academy Schools may use
this booklet regarding their statutory entitlements but should
check directly with their school regarding any occupational
entitlements offered.
2.3 References
Throughout this document, unless specified otherwise, the
term “you” will be used to refer to the primary group of people
intended to read this document (i.e. pregnant employees of
HCC).
Throughout this document, unless specified otherwise, the
term line manager will be used to refer to both Managers of
staff in departments and Headteachers in Local Authority (LA)
maintained schools.
References to “teachers” includes all staff groups who are on
School Teachers’ Pay and Conditions, whether they are
employed in a department or in a school.
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3 Introduction
Hampshire County Council (HCC) believes that all female
employees should be treated fairly and consistently in
applying maternity benefits. We seek to apply best practice to
all employment groups. There are, however, a few conditions
that differ fundamentally between staff groups as a direct
consequence of nationally and locally negotiated conditions of
service.
The purpose of this guide is to provide you, and your line
manager, with information concerning the maternity benefits
that are available during your employment with HCC. All
correspondence sent by your HR caseworker will be copied to
your line manager. The information in this document reflects
the position for all categories of staff employed under a
contract of employment within HCC departments and schools.
In the majority of cases, if you are pregnant you are likely to
be entitled to maternity leave and maternity pay. The flow
chart in Section 5 provides an outline of the communications
process to be followed by you and your line manager and your
HR caseworker.
Section 5 contains a chart which indicates, in more detail, the
steps you may complete during the course of your maternity
leave period. This chart assists you to work your way through
the guide and highlights the key actions that you must take.
Consequently this guide is intended to be a source of reference
for you and your line manager throughout your pregnancy and
maternity leave period.
The guide aims to outline your entitlement. You, or your line
manager, should not hesitate to contact your HR caseworker
should further information be required concerning your
particular circumstances, or for clarification of any aspects of
maternity rights and benefits in general.
Some of the rules concerning entitlement to maternity benefits
are complex and consequently difficult to interpret and apply.
This guide deals only with the normal situation where you are
employed in one unit or school and under a single contract of
employment. If this is not the case, you and your line manager
should contact your HR caseworker for additional information
and support.
Contact details you will require are in Appendix 1. Details of
acronyms and definitions of the terms used in this guide can
be found at Appendix 2.
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4 Background to Maternity Rights
The details of maternity benefits in this guide are based on
your statutory entitlements, conditions of service for teachers
(covered by the Conditions of Service for Teachers in England
and Wales as set out in the “Burgundy Book”) and for
employees covered by the EHCC agreement (which
incorporates Soulbury and JNC).
Under the statutory provisions of “Local Management in
Schools” there may be some differences between how
maternity issues are managed by schools and departments.
These differences are highlighted in this guide.
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5 Maternity Benefits Procedure
When: What to do: See:
Step 1 Section 6
As soon as possible
after you know you’re
pregnant…
Inform your line manager and HR (through
PCSS) of your pregnancy.
PCSS will send you a letter (reference M1)
which includes a link to a copy of this
Maternity Benefits Guide. This letter
contains a blank form M1 for you to
complete (step 3) and your named
caseworker.
Your caseworker will provide your line
manager with a letter (reference M2) and
the leaflet entitled "Risk Assessment for
New and Expectant Mothers at Work".
Step 2 Section 6 & 7
Once you have
received a copy of this
Maternity Benefits
Guide …
Read the guide to gain an overview of the
maternity benefits that may be available to
you.
Discuss with your line manager, your
intentions with regard to maternity leave
(e.g. when you propose to commence
maternity leave etc).
You and your line manager should
complete the risk assessment together.
Your line manager will take appropriate
action if a substantial risk is identified to
ensure your health and safety.
Step 3 Section 8
After initial discussions
with your line manager,
and no later than the
end of the 15th week
before the expected
week of childbirth
(unless this is not
reasonably practicable)
and at least 28 days
before your intend to
commence maternity
leave…
Inform your line manager by giving 28 days
written notice of the expected week of
childbirth (EWC) and the date you intend
to start maternity leave.
To do this complete form M1 and ensure
your line manager has also signed it.
Return form M1 to your caseworker at
PCSS with a copy of your MAT B1
Certificate attached, counter signed by
your line manager to indicate they have
viewed the original.
The MAT B1 certificate is issued to you by
your doctor or midwife after week 20 of
pregnancy.
All details on your M1 form will be
checked against your pay record to ensure
accurate service dates.
Your line manager should retain a copy of
your M1 form for your personnel file.
Page 10 of 78

When: What to do: See:
Your HR caseworker will calculate your
entitlement to maternity leave and confirm
this in writing within 28 days of receipt of
notification.
If you are intending to resign your HR
caseworker will advise you of your
maternity benefits (using letter M3).
If you intend to take maternity leave your
HR caseworker will advise you of your
maternity benefits (using letter M4)
Details of entitlement to maternity pay
may need to be communicated separately,
dependent on receipt of your MAT B1
certificate.
Step 4 Section 6.1
Having notified your
line manager of the
date you intend to start
maternity leave, you
may decide to change
the date….
Inform your line manager, as soon as
possible, by giving written notice of the
change.
You are required to provide this to your
line manager at least 28 days before the
original start of your maternity, or if the
date you are changing it to is earlier than
the original start date, 28 days before that
new date.
You may wish to confirm the change by
completing form M1A, signed by your line
manager and returned to your HR
caseworker. Your line manager will keep a
copy of M1A on your personnel file.
Your HR caseworker will re-calculate your
entitlement to maternity leave and write
to you within 28 days of receipt of your
notification (using letter M4). This letter
will advise you of the new end date of
your maternity leave.
Step 5 Section 12
You are entitled to 26
weeks OML, followed
by 26 weeks AML, a
total absence of 52
weeks…
While you are on maternity leave you
need to maintain regular contact with your
line manager.
You may agree with your line manager to
work “keeping in touch” days (KIT).
Step 6 Section 13
You are ready to make
a decision about your
future …….
Option 1 – return to work at end of
maternity leave
If it is your intention to return to work at
the end of your AML period.
If you wish to change your working
hours/days you must agree this with your
line manager and notify your HR
Section 13.2
Section 13.5
Page 11 of 78

When: What to do: See:
caseworker using Form M4G, which must
be countersigned by your line manager.
Section 13.6
Your HR caseworker will confirm your
return date and the required 3month/13
week return period (using letter M8) .
Option 2 - return to work earlier than
end of maternity leave
Section 13.2
If you wish to return early (before the end
of your AML entitlement) you must write
formally to your line manager and you may
use form M4E, giving the appropriate
written period of notice of an early return.
Providing the early return date is approved
by your line manager, your HR
caseworker will confirm this (using letter
M5).
If the early return date needs to be
postponed your HR caseworker will
confirm this (using letter M6).
Option 3 – resign Section 14
You need to write formally to your line
manager to confirm your intention to
resign your post, sending a copy of this
letter (or Form M4F) to your HR
caseworker who will send you letter M7A
or M7B depending on whether you need
to repay any element of your maternity
pay.
Step 7 Section 15
You return to work ….
Your HR caseworker will ensure that you
are returned to normal pay.
If you opted to suspend the 12 weeks’ half
pay OMP, your HR caseworker will
arrange for this to be paid to you in your
first pay period following your return to
work.
To ensure you are not in an overpayment
position, your HR caseworker will, with
your line manager, monitor your required
return to work period to ensure your
entitlement to retain OMP.
If you complete the required return
period, your HR caseworker will confirm
this in writing (using letter M8).
If you do not complete the required
return to work period or do not return to
work and did not suspend the 12 weeks
OMP, your HR caseworker will recover
this as an overpayment. This will be
confirmed in writing (using letter M7C).
Page 12 of 78

When: What to do: See:
Step 8
Completing the
required return to
work period…
Your HR caseworker will write to you to
confirm that your return to work period
has been completed (using letter M9) and
closes your file.
Page 13 of 78

PCSS Internal Basic Maternity Process for Contracted Staff
Notify your Line Manager and the Pay &
Contracts Support Services of your pregnancy
The PCSS will send you and your line
manager relevant information to enable you to
make decisions about leave an pay
arrangements
If you are
entitled to
receive SMP
your
employment
will remain
active until
you run out of
SMP.
IF YOU RESIGN
The PCSS will send you
details of your entitlements up
to the date your employment
ends.
Notify your Line Manager and the PCSS
about your maternity leave intentions
IF YOU TAKE MATERNITY LEAVE
Original MATB1 to be seen
by Line Manager /
Headteacher, but retained by
employee
The PCSS will send you details of your
maternity leave and maternity pay
entitlements.
YOU START YOUR MATERNITY LEAVE
If you agree to work any
Keeping In Touch (KIT) days
during your maternity leave
your line manager will notify
the PCSS
IF YOU DON’T WANT TO
RETURN FROM MATERNITY
LEAVE
You must notify your Line
Manager and the PCSS. The
PCSS will calculate whether
you need to repay any
element of your OMP
IF YOU WANT TO RETURN
FROM MATERNITY LEAVE
EARLIER THAN YOUR AML
END DATE
You must notify your Line
Manager and the PCSS.
IF YOU WANT TO RETURN
FROM MATERNITY LEAVE AT
YOUR AML END DATE
You do not need to need to do
anything. Your Line Manager and the
PCSS will expect you to return to work
at the end of your 52 weeks’ leave.
No
The PCSS will
write to you to
confirm your
resignation.
Is a repayment
required?
Yes
The PCSS will write
to you to confirm
your resignation, the
value of the
overpayment,
whether this will be
recovered from your
final salary or
whether a
repayment schedule
needs to be agreed
with you.
If early return ok, the
PCSS will write to
you to confirm the
required return to
work period.
If need to postpone early
return, the PCSS will write to
you to confirm a revised return
to work date and the duration
of the return to work period
The PCSS will write to
you to confirm the
required return to work
period.
The PCSS will monitor your return to work period to ensure you meet the
requirements to retain all elements of OMP.
Yes
The PCSS will write to you
to confirm completion of
the return to work period
Employee completes
return period Y/N?
No
The PCSS will write to you
to confirm you have not
met the criteria to retain all
elements of OMP, the
value of the overpayment,
whether this will be
recovered from your final
salary or whether a
repayment schedule
needs to be agreed with
you.
Casework Closed
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6 Informing us you’re pregnant
As soon as possible tell your line manager and HR PCSS
(contact details are available at Appendix 1) you are
pregnant and your intentions regarding maternity leave.
This may be done verbally or in writing. Legally you must
notify your line manager at the latest by the end of the
15 th week before your expected week of childbirth or as
soon as possible:-
• that you are pregnant
• your expected week of childbirth
• and give at least 28 days’ notice of the date on
which you intend your maternity leave and pay to
start.
Your line manager can request that this notification is
given in writing and that you produce a certificate
(MAT B1) from a registered medical practitioner or
registered midwife, stating the expected week of
childbirth. You must specify a maternity leave start date
no earlier than the 11 th week before your expected week
of childbirth.
When you have notified your line manager and HR PCSS
of your pregnancy, HR will provide a named caseworker
who will send you a letter (M1) which contains links to an
electronic copy of this guide and a blank copy of a Form
M1.
You must carefully read the details contained in this
guide to gain an overview of the maternity benefits that
you may be entitled to receive. If you have any queries
concerning your entitlement contact your HR caseworker.
A risk assessment for you, as an expectant mother, at
work has to be undertaken by your line manager in order
to ensure your safety and well-being. Your HR
caseworker will send a risk assessment guide to your line
manager. In circumstances where you have requested
confidentiality, the risk assessment guide will be sent to
you to pass on to your line manager when you discuss
your intentions. It is in the interest of your own health
and safety, and that of your baby, that you pass this
information to your line manager at the earliest
opportunity so that they can carry out a risk assessment
and implement any required adjustments to your working
environment.
Once you have read this guide you should discuss your
intentions regarding your maternity leave with your line
manager. It is up to you to decide when your maternity
leave will commence (as long as it is not earlier than the
Page 15 of 78

eginning of the 11 th week before your expected week of
childbirth).
When you have discussed your intentions with your line
manager you must complete Form M1. You may wish to
copy this form for your own records.
The form must be sent to your HR caseworker at least 28
days before the date you wish your maternity leave to
begin, or as soon as possible.
Your HR caseworker will confirm your entitlement to
maternity leave within 28 days of receipt of the completed
Form M1 (using Letter M4).
6.1 Changing your maternity leave start date
You may wish to change the date you want to start your
maternity leave. After discussing this with your line
manager you must submit Form M1A as soon as possible
by giving at least 28 days written notice of the revised
date, which may be 28 days before your original
maternity leave start date or 28 days before your new
start date.
Your HR caseworker will advise you of your revised
maternity leave entitlements within 28 days of receipt of
Form M1A.
Please note that entitlements to maternity pay cannot be
confirmed until your HR caseworker has received the
countersigned photocopy of both sides of your MAT B1
Certificate. Please see Section 11 on Maternity Pay for
further information.
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7 Communication with your HR
caseworker
In the interests of sustainability, and improving service
response times, you will be given the option to receive
your maternity related correspondence from your HR
caseworker via e-mail.
You will be asked to provide your HR caseworker with an
e-mail account that you will have access to throughout
your maternity leave.
If you choose to receive paper correspondence, this will
be sent to you via your employing school or unit up to the
point you commence your maternity leave. For the
duration of your maternity leave correspondence will be
sent to the home address specified on your Form M1.
Page 17 of 78

8 Completing Form M1
Once you have decided when you are going to take
maternity leave and discussed this with your line
manager, you must complete Form M1 and return it to
your HR caseworker together with (or followed by) a
photocopy of both sides of your MAT B1 Certificate.
The information provided on Form M1 will enable your
HR caseworker to ensure that you receive your full
entitlement to maternity benefits. It is therefore
important that you complete Form M1, as you may be
entitled to maternity benefits even if you do not intend to
return to work after the birth of your baby.
Please inform your HR caseworker by completing form
M1 of your decision regarding your maternity leave and
pay.
Page 18 of 78

9 Your maternity leave
9.1 Entitlement to Ordinary Maternity Leave (OML)
Regardless of hours worked, length of service or
conditions of employment, if you are employed under a
contract of employment with HCC you are entitled to take
maternity leave and to remain absent for a total of 26
weeks leave. The leave must commence no earlier than
11 weeks before the expected week of childbirth. This is
known as Ordinary Maternity Leave and includes a twoweek
period immediately after the birth of your baby; this
is known as the Compulsory Maternity Leave (CML)
period when you are not permitted to work.
9.2 Entitlement to Additional Maternity Leave (AML)
You are also entitled to a further period of 26 weeks
extended maternity leave starting at the end of your OML
period and finishing 26 weeks after the end of your OML.
This is known as the Additional Maternity Leave period.
If your baby is due on or after 3 April 2011, you may be
entitled to transfer part of your maternity leave to the
child’s father, partner or civil partner. Please see
Appendix 5 for full details.
9.3 Commencement of your maternity leave
You are entitled to commence maternity leave no earlier
than 11 weeks before your EWC. However, you can
remain at work after the 11 th week before your EWC
provided you are medically fit to do so and risk
assessments have not highlighted any difficulties.
It is important to note that this is merely the earliest date
on which you may commence your maternity leave, and it
is for you to decide when your maternity leave and pay
will actually start.
Exceptions to this are:
• If you are absent wholly or partly because of
pregnancy or childbirth after the beginning of the
4th
week before your EWC, maternity leave will
commence automatically with maternity pay
provisions applying where appropriate.
• If your baby is born before the date specified for
your maternity leave start date, your maternity
leave will start the day after the actual date of
birth. The statutory maternity pay (SMP) period
will be the 39 weeks beginning the day on which
the maternity leave period starts. In order to
preserve your rights to maternity leave and SMP,
you must give your line manager written notice as
Page 19 of 78

Page 20 of 78
soon as possible, of the date of childbirth, and to
provide evidence of the date the baby was
expected.
9.4 Your HR caseworker’s role
Your HR caseworker will respond, within 28 days to any
queries and notifications.
Your HR caseworker will respond to your completed form
M1 (using letter M4) which confirms your expected return
to work date.
Please note that if, when the MAT B1 Certificate is
received, it is noted that entitlements to maternity leave
are affected, your HR caseworker will provide you with a
revised letter M4.
9.5 Ensuring your health and safety at work
Your line manager has a duty to:
• Assess the risks to your health and safety if you
are pregnant, have recently given birth or are
breast-feeding.
• Ensure that you are not exposed to risks identified
by the risk assessment which would present a
danger to your health and safety.
It is therefore very important that, once you have told
your line manager that you are pregnant, your line
manager carries out a risk assessment with you. This
must be reviewed regularly throughout your pregnancy
and especially if your circumstances change during your
pregnancy and again if/when you return to work.
9.6 If you don’t take maternity leave
If you decide to resign from your post rather than start
maternity leave, you must notify your line manager in
writing of your resignation. The resignation will take
effect from your last day at work. It is therefore very
important that you have a clear understanding of the
impact this may have on any leave or pay entitlements
you may otherwise have been entitled to.
It is important to note that if you terminate your
employment at this stage you will not have the right to
return to work after the birth of your baby.
If you are unsure whether you will be returning to work
after your maternity leave, you may choose to indicate on
Form M1:
• the date maternity leave or your resignation will
commence; and

• your wish to suspend the 12 weeks’ half pay under
the Occupational Maternity Pay scheme which you
would be liable to repay were you not to return to
your post for a period of at least 13 weeks or full
time equivalent if you return on reduced hours
(teachers pay and conditions), 3 months (support
staff conditions), if you resign your post.
By selecting the option to suspend payment you will have
the opportunity at a later date to change your mind and
resign from the post without obligation to repay the
suspended element of OMP.
If you do suspend your occupational maternity pay while
you are absent on maternity and decide to return to work
after your maternity leave, you will receive your 12 weeks
at half pay in your first month’s salary upon your return.
In order for you to retain this payment, you will be
required to return to work for a specified period. Please
see Section 11 for further details.
Your HR caseworker will respond to resignations within
28 days (using Letter M3), advising you of your
entitlements up to your last date of employment.
9.7 Newly Qualified Teachers and maternity leave
If you are a Newly Qualified Teacher (NQT), in accordance
with DCSF regulations, there is a mandatory extension to
your NQT induction year for the equivalent of any period
of AML taken, on the same basis as extensions for sick
leave or any other absence – i.e. as a NQT if you are
absent from work for a total of 30 or more working days
during the induction year, for whatever reason other than
OML, the extension is for the equivalent number of
working days’ absence
As a NQT you do not have to have your induction
extended to reflect your OML period, but you may request
such an extension. However, you will be assessed on the
same basis as any other NQT – i.e. at the end of any
extension, or if you choose not to extend, you will have to
demonstrate at the appropriate assessment dates that
you fully meet all the induction standards. Before
deciding whether or not to exercise the option of
extending your induction period by any or all of the 26
weeks of OML, you will want to be sure that you are able
to meet the Induction Standards and demonstrate that
you have done so.
If a voluntary extension is requested, we recommend that
the total of the mandatory AML extension and any
voluntary extension equate to the approximate number of
your working days’ absence on maternity leave,
calculated pro-rata if you return to work part-time – e.g.
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with an absence of 100 full-time days we recommend an
extension of 200 working days at a 0.5 contract.
As a NQT you do not have to make a decision on a
voluntary extension until you return to work. When the
decision has been made, HCC’s NQT Co-ordinator, based
in Education Personnel Services, must be informed
immediately so that any extension can be notified to the
General Teaching Council and your induction year can be
recalculated.
9.8 At a glance service requirements for leave for
EHCC staff
Service requirements for
Ordinary Maternity
Leave
No service requirement other than to be in
employment under a contract with HCC. You
must give your line manager 28 days’ written
notice, or if that is not reasonably practicable,
as soon as is, of:
a) pregnancy
b) expected date of birth
c) date you intend to start ordinary maternity
leave.
The notice must be given by the end of the 15th
week before the EWC.
Ordinary Maternity
Leave
(26 weeks)
Can commence at 11th week before the
expected week of childbirth (EWC).
During the final 4 weeks prior to EWC, if off
sick due to pregnancy related reason, OML
would automatically be deemed to have started
from the first day after you are absent.
If the baby is born before the date specified for
maternity lave, then maternity leave is deemed
to have started on the day after the date of
your baby's birth.
Compulsory
Maternity Leave
This is a two-week period where you are not
permitted by law to return to work. It occurs in
the first two weeks following the birth of your
baby. This is part of the Ordinary Maternity
Leave period.
Additional
Maternity Leave
No service requirement other than to be in
employment under a contract with HCC.
Additional
Maternity Leave
(26 weeks)
Commence additional maternity leave from the
day following the last day of the OML period
(this provides a total of 52 weeks absence).
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9.9 At a glance service requirements for leave for
teaching staff
Service requirements for
Ordinary
Maternity Leave
No service requirement other than to be in
employment under a contract with HCC. You must
give your line manager 28 days written notice, or if
that is not reasonably practicable, as soon as is, of:
a) pregnancy
b) expected date of birth
c) date you intend to start ordinary maternity leave.
The notice must be given by the end of the 15th
week before the EWC.
Ordinary
Maternity Leave
(26 weeks)
Can commence at 11th week before the expected
week of childbirth (EWC).
During the final 4 weeks prior to EWC, if off sick due
to pregnancy related reason, OML would
automatically be deemed to have started from the
first day after you are absent.
If the baby is born before the date specified for
maternity leave, then maternity leave is deemed to
have started on the day after the date of your baby's
birth.
Compulsory
Maternity Leave
This is a two-week period where you are not
permitted by law to return to work. It occurs in the
first two weeks following the birth of your baby. This
is part of the Ordinary Maternity Leave period.
Additional
Maternity Leave
No service requirement other than to be in
employment under a contract with HCC.
Additional
Maternity Leave
(26 weeks)
Commence additional maternity leave from the day
following the last day of the OML period (this
provides a total of 52 weeks absence).
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10 Other maternity related absences
10.1 Health and well-being care
If you have appointments, made on the advice of a
registered medical practitioner, registered midwife or
registered health visitor, to attend a clinic or any other
place for ante-natal care (e.g. a hospital, a doctor’s
surgery or health centre) you have a statutory entitlement
to paid time off to attend. This entitlement is regardless
of length of service or number of hours worked per week.
Ante-natal care is not restricted to medical examinations,
for example it could include, relaxation classes and
parent craft classes as long as these are advised by a
registered medical practitioner, registered midwife or
registered health visitor.
You must inform your line manager when you will require
time off for ante-natal care, and, if asked by your line
manager, you must produce your appointment card or
some other document showing that an appointment has
been made.
10.2 Annual leave
Annual leave entitlements still accrue during a
period of maternity leave and should wherever
possible be taken during the annual leave year to
which it applies (e.g. before maternity leave
commences). In exceptional circumstances where
this is not possible, or if you are employed less than
52 weeks/year, please discuss further with your line
manager
10.3 Sickness and maternity
You are not entitled to receive sick pay and maternity pay
for the same period.
Sickness before commencement of maternity leave
During pregnancy, and up to the 4 th week before the
expected week of childbirth, if you are incapable of work
due to illness before commencing your maternity leave
you are entitled to sick pay in accordance with the
provisions of your conditions of service.
If you are certified medically unfit to remain at work after
the 11 th week before your expected week of childbirth you
may choose either to take sick leave or to commence your
maternity leave.
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From the beginning of the 4 th week before the expected
week of childbirth, if you are absent wholly or partly
because of pregnancy or childbirth, your maternity leave
will automatically be triggered. Maternity pay will
commence and you will not be entitled to sick pay. For
absence that is unconnected with pregnancy or childbirth
the situation continues to be as described in the previous
paragraph.
If there is a risk of Rubella (German Measles) at your
place of work, and you have not been vaccinated against
this disease, and are not immune to infection, you should
absent yourself from work and obtain a medical
certificate from your doctor. In these circumstances, you
may be asked to work at another location where there is
no risk of contracting Rubella.
Sickness during your maternity leave.
If you are ill while absent on maternity leave you are not
entitled to contractual sick pay, even if your maternity
leave is unpaid. Statutory Sick Pay (SSP) is not paid at
the same time as SMP.
Sickness on return from your maternity leave
If you are ill and unable to return to work on a date
previously notified, you must provide a doctor’s medical
certificate to cover any period of sickness absence. You
will be placed on the sickness scheme from the previously
notified return to work date and the relevant conditions
of service for sickness absence will apply.
If you have returned from maternity leave and are
incapable of work due to illness you will be entitled to
sick pay in accordance with the provisions of your
conditions of service.
10.4 Parental Leave
If you are due to commence maternity leave you may also
elect to take this right to parental leave immediately
following the end of your maternity leave. Please see
Appendix 5 for further details of this scheme.
10.5 Other family friendly schemes available
There are a number of other family friendly schemes
available for those employed with HCC. These schemes
may apply to you directly or your partner if they work for
HCC. Please see Appendix 5 for full details of these
schemes.
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11 Maternity pay
11.1 Maternity pay schemes
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There are two main maternity pay schemes these are:
The Statutory Maternity Pay (SMP) Scheme: This scheme is
funded by the government and paid to you through HCC.
It is based on your average pay/earnings.
Occupational Maternity Pay (OMP) Schemes: These
schemes are determined by the conditions of service
which govern your employment based on your
contractual pay.
There are two differences between the SMP and OMP
schemes:
• how payments are calculated;
• what qualifying service you must have.
11.2 Statutory Maternity Pay (SMP) Scheme
Qualification for SMP will depend on how long you have
been working for HCC and how much you earn. SMP can
be paid for a maximum of 39 weeks. The rules concerning
SMP are very complex, and the details below provide only
an overview of the scheme.
How to qualify
To qualify for SMP you must:
• Have been employed continuously for a period of
at least 26 weeks’ service with HCC at the 15 th
week before your expected week of childbirth
• Have average earnings of more than the lower
earnings limit for the payment of National
Insurance contributions
• Still be pregnant at the 11 th week before your
expected week of childbirth or have already given
birth.
Rates of SMP
If you qualify for SMP you will receive:
• During weeks 1 to 6 of your maternity leave period
the earnings related rate - 90% of your normal
weekly earnings.
• During weeks 7 to 39 of your maternity leave
period the standard rate – whichever is the lower of
your earnings related rate or the weekly rate as

prescribed by the government. Your HR
caseworker will be able to advise you of the current
weekly rate as defined by the government. This
rate is normally revised on an annual basis each
April.
Statutory maternity pay period
Payment of SMP starts when you commence your
maternity leave period. You may commence maternity
leave any time after the beginning of the 11 th week before
the expected week of childbirth without affecting
entitlements to SMP. Therefore SMP will not be lost if you
continue to work until your baby is born.
The SMP pay period normally starts on a Sunday,
however, where the maternity pay period is triggered by
the birth or the start of a pregnancy related illness then
SMP can start on any day of the week.
Other information regarding SMP
If you have a multiple birth you will only receive one
payment of SMP.
If your baby is born before your maternity leave is due to
start, your SMP period will start from the day following
the date of childbirth.
SMP payments stop if you return to work before 39
weeks, (except for “Keeping In Touch” (KIT) days (see
Section 12).
If you have two separate contracts of employment with
HCC and/or school(s), in which you work and are making
sufficient national insurance contributions under each
contract, then you may be entitled to two payments of
SMP. Your HR caseworker will be able to advise you on
this point.
If you work outside the European Economic Area (EEA)
(European Union countries plus Iceland, Liechtenstein
and Norway) at any time during the 39 weeks of the
maternity pay period you will not be paid SMP. However,
if you have only been visiting the EEA any SMP
entitlement will continue.
SMP will not be paid to you if you are taken into legal
custody during your maternity pay period.
For further information on SMP, you can visit the
government’s direct.gov.uk interactive website. Please
see Appendix 3 for further details.
If you work during a statutory maternity pay period you
will not, generally, be entitled to claim SMP for any whole
week during which you work. Normally you will not be
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allowed to work for HCC during the unpaid period of
maternity leave (except for “Keeping In Touch” Days).
11.3 Occupational Maternity Pay (OMP) Schemes
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How to qualify
EHCC Staff
• To qualify for OMP you must have at least one
year’s continuous local government service
regardless of the number of hours worked, at the
beginning of the 11 th week before your EWC.
Staff on Teachers’ Pay and Conditions
• To qualify for OMP you must have at least one
year’s continuous local government service as a
teacher with one or more Local Authorities
regardless of the number of hours worked, at the
beginning of the 11 th week before your EWC.
In addition, for staff on EHCC or Teachers’ Pay and
Conditions, OMP will be made on the condition that you
will be available, or able to return to work for a required
period of time.
Occupational maternity payments
EHCC Staff
If you qualify for OMP you will receive:
• Weeks 1 to 6 (6 weeks) of your maternity leave
period on 90% of your contractual pay, or 90% of
your average weekly earnings, whichever is higher.
• Weeks 7 to 18 (12 weeks) of your maternity leave
period on half of your contractual pay or average
weekly earnings, whichever is the lower. During
weeks 7 to 18 you are also likely to be eligible to
receive your standard rate of SMP in addition to
your OMP, but only if you qualify for SMP.
• Weeks 19 to 39 (21 weeks) of your maternity leave
period on SMP only, if you qualify for SMP.
• No pay for any remaining periods of maternity
absence up to the date of return to work.
Staff on Teachers’ Pay and Conditions
If you qualify for OMP you will receive:
• Weeks 1 to 4 (4 weeks) of your maternity leave
period on full contractual pay.
• Weeks 5 and 6 (2 weeks) of your maternity leave
period on 90% of your contractual pay.

• Weeks 7 to 18 (12 weeks) of your maternity leave
period on half of your contractual pay. During
weeks 7 to 18 you are also likely to be eligible to
receive your standard rate SMP in addition to your
OMP, but only if you qualify for SMP.
• Weeks 19 to 39 (21 weeks) of your maternity leave
period on SMP only, if you qualify for SMP.
• No pay for any remaining periods of absence up to
the date of return to work.
11.4 Requirement to repay OMP
OMP is a contractual scheme, and paid on the basis that
you return to work for a set timescale following the birth
of your baby. Consequently, if you do not return to work
for the necessary timescale, you will be liable to repay the
12 weeks half OMP payments that you received during
your maternity leave period.
EHCC staff
Payments made by HCC in respect of OMP, which is
equivalent to 12 weeks at half pay, shall be made on the
understanding that you will return to your job for a
period of at least three months after your maternity leave.
If you do not return to work for this period you will be
required to repay those monies received, or such part
thereof, as directed by HCC. The three months will start
from the date you actually return to work.
For staff employed on contracts of less than 52 weeks,
periods of school closure or term time working
arrangements are not included in this timescale.
Please refer to the Section 13 - Returning to Work of this
guide for more information.
There is no requirement to repay any SMP payments
received.
Staff on Teachers’ Pay and Conditions
If you are employed on teachers’ pay and conditions, and
are eligible to receive OMP you will be required to repay
the 12 weeks’ half pay received should you not return to
your job for a period of at least 13 weeks or the full-time
equivalent. Periods of school closure are included in this
timescale.
Please refer to the Section 13 - Returning to Work of this
guide for more information.
There is no requirement to repay any SMP payments
received.
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Arrangements for repaying OMP
Your HR caseworker will calculate the amount that you
must repay and, liaising with your line manager, make
arrangements to recover the money.
Please refer to Section 15 – Checking your payments are
correct -for more information.
11.5 Postponing payment of OMP
To potentially avoid the necessity to repay OMP, it is
possible for you to request your HR caseworker to
suspend payment to you of those payments (i.e. the 12
weeks at half pay) that you would be liable to repay if you
are unable to return to work after the birth of your baby.
If, having suspended payment of OMP, you do return to
work after the birth of your baby and within the
maximum period allowed for maternity leave, the
suspended payments will be paid to you (with the usual
deductions) with your first salary after returning to work.
In order to retain this payment you will be required to
return to work for the appropriate period, specified in the
previous section.
If you wish to suspend payment of 12 weeks’ half pay of
OMP you should indicate this on Form M1.
11.6 Combining OMP and SMP
If you are entitled to a combination of the two payments,
your entitlements will be calculated and paid by your HR
caseworker in accordance with the following tables.
EHCC Staff
Weeks Entitlements Combination of SMP and OMP that will
be received
1 – 6 SMP - 90% Pay for 6 weeks
OMP - 9/10ths pay for 6
weeks.
Payments made under the OMP scheme
will be reduced so that the total of SMP
and OMP is not more than 9/10ths pay
7 – 18 12 weeks half pay. Full entitlement to SMP plus full
entitlement to OMP are payable,
provided that the total of these is not
more than normal full pay. Where the
total is more than full pay, OMP will be
reduced so that full pay is not exceeded.
19 - 39 Remaining 21 weeks will be
paid at SMP.
SMP only will be paid.
40 – 52 12 weeks No pay
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Teaching Staff
Weeks Entitlements Combination of SMP and OMP that will be
received
1- 4 OMP - Full Pay for 4
weeks
SMP – 90% Pay for 4
weeks
5 - 6 OMP - 9/10ths pay for 2
weeks.
SMP - 90% Pay for 2
weeks
Payments made under the OMP scheme will
be reduced so that the total of SMP and OMP
is not more than full pay
Payments made under the OMP scheme will
be reduced so that the total of SMP and OMP
is not more than 9/10ths pay
7 - 18 12 weeks half pay. Full entitlement to SMP plus full entitlement to
OMP are payable, provided that the total of
these is not more than normal full pay. Where
the total is more than full pay, OMP will be
reduced so that full pay is not exceeded.
19 – 39 Remaining 21 weeks will
be paid at SMP.
SMP only will be paid.
40 – 52 12 weeks No pay
11.7 How your maternity payments are made
All maternity payments will be arranged by your HR
caseworker based on the notifications provided by you,
and authorised by your line manager.
Maternity pay is paid to you during the maternity leave
period in the same way and at the same frequency as
your normal salary. It is important to note that you can
only receive maternity pay whilst absent from work on
maternity leave and consequently you cannot receive
normal pay and maternity pay for the same period.
Please refer to Section 15 – Checking your payments are
correct -for more information.
11.8 Deductions from maternity pay
Tax and national insurance
All payments under the Statutory and Occupational
Maternity Pay schemes are treated as earnings and are
therefore subject to income tax and national insurance
deductions.
Pension Scheme
If you are a member of the Teachers’ or Local Government
Pension Schemes you will have pension deductions made
from your Occupational and Statutory Maternity Pay.
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Local Government Pension Scheme (LGPS)
For the period of ordinary maternity leave you will pay
contributions on all contractual or statutory maternity
pay. The first 26 weeks of ordinary maternity leave will
count for pension purposes whether or not pay is
received and contributions paid.
For unpaid maternity leave in excess of 26 weeks, you
can choose to pay contributions in order for the period to
count in full for pension purposes. The contributions
(payable by you as employee and your employer) are
based on contractual pay immediately before the unpaid
period started. If you wish to pay contributions you must
confirm this in writing to Pensions Services, HCC
Employer Team, (contact details in Appendix 1) within 30
days of returning to work, or leaving the County Council’s
employment if sooner.
If you do not pay contributions, this period of unpaid
leave will not count towards your pension.
Teachers’ Pensions
If you are receiving contractual or statutory pay, your
pensionable service will continue to increase.
Contributions will be based on the pay you get while
absent. If you are not receiving any pay, you will no
longer be a member of the scheme.
When you return from maternity leave, if you have not
opted out of the Teachers’ Pensions Scheme you will
automatically be returned into the scheme.
If you take a longer break after your contractual and
statutory pay has expired, you can:
• Leave your service in the scheme and this can add
to any further service you do in the future. If the
break is for more than five years, you would be
treated as a new entrant upon returning.
• Transfer your pension to another scheme.
• Take your contributions out of the scheme if you
have less than two years’ service.
Union contributions
Union contributions will continue to be deducted while
you receive maternity pay.
BUPA, staff loans and charity contributions
These will not be deducted from maternity pay. If you
usually have any of these items deducted from your pay
you will have to make your own arrangements to pay
these during your unpaid maternity leave period.
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Hospital Savings Association (HSA)
If you are a member of the HSA you may still be able to
claim benefits during the period of unpaid leave. You
should let HSA know well in advance of your period of
unpaid leave.
Leased car users
If you have a leased car you have two options available to
you depending on whether or not you intend to return to
work. If you intend to return to work, you can either
return the car before your maternity leave starts or keep
the car throughout your maternity leave and continue to
make your normal payments. If you intend to leave your
employment, you can either return the car on the last
day of employment or buy it.
You should contact the Leased Car Section of the County
Treasurer’s department for further advice.
Loans
If you cease to be employed by HCC, all outstanding
loans and interest will be repayable immediately.
11.9 Childcare vouchers
The childcare voucher scheme is managed on behalf of
HCC by Computershare and any queries relating to
childcare vouchers should be made directly to
Computershare on 0845 002 1111.
As SMP is calculated on the basis of your average
earnings, your SMP will be based on your post sacrifice
salary if you receive childcare vouchers during the
qualifying period. You may wish to temporarily withdraw
from the scheme during that time.
HCC does not accept responsibility for loss of benefits as
a result of joining a salary sacrifice scheme and cannot
advise you on the effect of a salary sacrifice on these
benefits. It is your responsibility to investigate this issue
further and you should seek advice from your local
Jobcentre Plus if you are worried about the impact of a
salary sacrifice on your entitlement to state benefits.
If you are in receipt of childcare vouchers you should
contact Computershare as soon as possible to notify
them of your pregnancy so that you can discuss your
voucher requirements and arrangements over your
maternity leave period including potential changes to
your eligibility to purchase vouchers.
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11.10 Employees with more than one employment with
HCC
If you have more than one employment with HCC, either
in a department or in a school, the way that your
maternity pay and national insurance contributions are
calculated may differ. If you are in this situation you
should contact your HR caseworker for further
information on your specific circumstances.
11.11 Entitlement to state benefits
During pregnancy and for a year after the birth of your
baby, you are entitled to free NHS prescriptions and
dental care. You will also receive Child Benefit after your
baby is born. You can obtain further information from
the Department of Health or the Department for Work
and Pensions respectively.
Maternity allowance
If you are not entitled to SMP or OMP you may be entitled
to “Maternity Allowance”. If this is the case, you should
contact the Department for Work and Pensions or your
local Jobcentre Plus office for further information. If you
are entitled to maternity allowance you are obliged to
claim it and inform your line manager and your HR
caseworker of your entitlement.
Additional financial support
If you are part of a low income family you may be able to
gain additional financial support through Housing
Benefit, Council Tax Benefit or Tax Credits. Further
information is available from the Department for Work
and Pensions.
11.12 Entitlement in the event of miscarriage or stillbirth
Before the end of the 24 th week of pregnancy:
If you have a miscarriage before the end of the 24th week
of your pregnancy (i.e. before the beginning of the 16 th
week before the EWC) or your baby is stillborn before
that date, you are not entitled to maternity benefits but
will be entitled to statutory sick pay and payments in
accordance with your occupational sick pay scheme. You
should obtain a certificate from your GP to cover any
sickness absence.
After the end of the 24th
week of pregnancy:
If you have a stillbirth after the end of the 24th week of
your pregnancy (i.e. at or beyond the beginning of the
16 th week before the EWC) you are entitled to receive the
full maternity benefits that you would have been entitled
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to receive had the baby not been stillborn (e.g. any
entitlements to SMP and OMP and maternity leave).
11.13 Service requirements for Occupational and
Statutory Maternity Pay benefits
EHCC Staff
Occupational
Maternity Pay
At least one year’s continuous local government
service at the beginning of the 11th week before the
expected week of childbirth.
6 weeks @ 9/10th pay
12 weeks @ half pay
21 weeks SMP
Statutory
Maternity Pay
A minimum of 26 weeks’ continuous service with
HCC by the end of the 15th week before the
expected week of childbirth and earn more than the
lower earnings limit for the payment of NI
contributions and still be pregnant at the 11th week
before the EWC or have already given birth.
Weeks 1-6 calculated @ 9/10th normal weekly
earnings
Weeks 7-39 standard rate payment as prescribed by
the government or the earnings related rate;
whichever is the lower
Further Pay
Information
These two payments of OMP and SMP will be
aggregated together so that at no time will you
receive in excess of full pay.
You must return to work for 3 months or will be
required to repay the full amount of 12 weeks of half
pay received under the Occupational Maternity Pay
Scheme.
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Teaching Staff
Occupational
Maternity Pay
At least one year’s continuous local government
service as a teacher with one or more local
authorities at the beginning of the 11th week before
the expected week of childbirth.
Undertakes to return to your job for the required
period following the end of maternity leave.
4 weeks full pay
2 weeks @ 9/10th pay
12 weeks @ half pay
21 weeks SMP
Statutory
Maternity Pay
A minimum of 26 weeks continuous service with
HCC by the end of the 15th week before the
expected week of childbirth and earn more than the
lower earnings limit for the payment of NI
contributions and still be pregnant at the 11th week
before the EWC or have already given birth.
Statutory
Maternity Pay
Weeks 1-6 calculated @ 9/10th normal weekly
earnings.
Weeks 7-39 standard rate payment as prescribed by
the government or the earnings related rate;
whichever is the lower.
Further Pay
Information
These two payments of OMP and SMP will be
aggregated together so that at no time will you
receive in excess of full pay.
You must return to work for 13 weeks or the fulltime
equivalent (fte) or will be required to repay the
full amount of 12 weeks of half pay received under the
Occupational Maternity Pay scheme.
There are two rates of SMP, the standard rate that
changes every April and the higher rate calculated on
9/10ths of your average earnings. Employees who do not
comply with the service requirements for SMP outlined
will need to contact their local DWP to establish whether
they qualify for a maternity allowance.
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12 Keeping In Touch
12.1 The purpose of “Keeping in Touch” (KIT) days
This provision is designed to aid your return to work and
to make it easier for you to keep in touch with your line
manager and work colleagues during your maternity
leave.
You may come in to work for up to 10 days during your
maternity leave without bringing your maternity leave to
an end.
The days can be worked consecutively or on a more ad
hoc basis, provided that the overall limit of 10 is not
exceeded.
KIT days are different to the reasonable contact that
employers and employees may make with one another.
During KIT days you actually carry out work for your line
manager.
Social contact is not considered as “keeping in touch” as
no work is undertaken and therefore is not paid (this
would come under the heading of “reasonable contact”
and not KIT days).
You will not lose any SMP for working up to the
maximum 10 KIT days. However, should you carry out
any work (not a KIT day) you lose your entitlement to
SMP for the whole week - even if you work only one day,
or part of a day.
Your line manager cannot insist that you carry out any
work, including KIT days. Equally, you cannot insist on
being given any work, including KIT days. The work to be
undertaken needs to be agreed between your line
manager and you prior to the KIT day being worked.
Your maternity leave will not be extended due to the fact
that you have carried out some KIT work during your
maternity leave period.
You will continue to receive SMP for the week in which
you work a KIT day.
Whether you work for one hour or a whole day, it will still
be counted as one full day for “KIT” purposes and will be
deducted as such from the entitlement of 10 days.
There is currently no legal entitlement for you to receive
payment for working a KIT day, only that you do not lose
your entitlement to SMP. Whether you are paid any more
for work that you do during the 10 KIT days will be a
matter of agreement between your line manager and you.
Issues to take into account will include the nature of the
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work and its duration. Please refer to the department and
school specific information below.
Only your HR caseworker is able to put KIT days on your
pay and personnel record to ensure that you continue to
receive your correct payments. Your line manager should
notify your HR caseworker to ensure this happens using
the notification form available here.
Department specific information
The purpose of KIT days is to enable you to do a limited
amount of work under your contract of employment and
receive pay for the work done without losing your
entitlement to statutory maternity pay. For example, the
sort of activities it is anticipated will be covered by KIT
days include:
• Specific tasks agreed between the line manager
and yourself e.g. the completion of a report or
project.
• Attendance at department or section away day.
• Attendance at a specific training event to up-date
you on specific developments within your work
area.
KIT days are not intended to cover any meetings which
may take place between you and your line manager (e.g.
planning return to work arrangements), unless the
duration of the meeting is significant and considered
essential to the performance of your role and cannot be
undertaken after your actual return to work.
The type of work or activity undertaken during KIT days
should amount to at least half of your normal working
day.
Although there is no legal requirement to pay you for
working KIT days, HCC has elected to make payments to
department based staff, irrespective of your pay and
conditions of employment, on the following basis:
• For the purposes of calculating a daily rate of pay,
your FTE Salary will be divided by 365.
• If you work a part day, your FTE Salary will be
divided by 365, then 7.4, and multiplied by the
actual number of hours worked.
You will receive payment for your KIT day attendance
inclusive of the daily rates of SMP and OMP you are due
to receive, on the proviso that you do not earn in that
week more than you would have done had you not been
on maternity leave.
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School specific information
The purpose of KIT days is to enable you to do a limited
amount of work under your contract of employment and
receive pay for the work done without losing your
entitlement to statutory maternity pay. For example, the
sort of activities it is anticipated will be covered by KIT
days include:
• Work related meetings where the duration of the
meeting is significant and considered essential to
the performance of your role and cannot be
undertaken after your actual return to work
• An element of your “normal” work (aspect of role
profile/job description)
• Specific tasks agreed between line manager and
yourself e.g. job related training (such as INSET for
school staff)
• Planning, preparation and assessment activities.
A day’s work will be the hours or shift pattern normally
worked by you on that day.
Although there is no legal requirement to pay you for
working KIT days, HCC recommends that school based
staff, irrespective of your pay and conditions of
employment, are paid on the following basis:
• For the purposes of calculating a daily rate of pay,
your FTE Salary will be divided by 365. As a KIT
attendance should reflect a normal full day’s work,
if you work a KIT day you will be paid a full day’s
pay (1/365 th of your FTE salary).
Under the provisions of Local Management of Schools,
Headteachers and Governing Bodies can choose to
organise payments differently to the above guidance. It is
strongly recommended that if schools do choose an
alternative payment that the rate of pay they choose is
still linked to the appropriate pay scale. If schools choose
this option they will need to alert your HR caseworker
and ensure that you are clear on how payment will be
calculated.
Alternatively, schools may elect to make no payment to
staff who work a KIT day.
You will receive payment for your KIT day attendance
inclusive of the daily rates of SMP and OMP you are due
to receive, on the proviso that you do not earn in that
week more than you would have done had you not been
on maternity leave.
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13 Returning to work
13.1 Nature of right to return
If you are absent on OML and/or AML you have the right
to return:
• To the job in which you were employed before your
absence under your original contract of
employment (for this purpose “job” means the
nature of the work which you were employed to do
and the capacity and place in which you were so
employed).
• And to return on terms and conditions not less
favourable than those which would have been
applicable to you if you had not been absent.
If you remain absent on AML you have the right to
return:
• If it is not reasonably practicable for your line
manager to permit your return to that job, to
another job which is both suitable and appropriate
for you to do in the circumstances. You also have
the right to return with your seniority, pension
rights and similar rights, and on terms and
conditions not less favourable than those which
would have been applicable if you had not been
absent.
13.2 Notification of intention to return to work or
resign
There is no need for you to notify your line manager of
the date of your return to work if you plan to take your
full OML and AML entitlement (52 weeks). However, if
you want to return earlier than the date on which your
AML period ends, you must provide the notice as detailed
below. Otherwise, you will be expected to return to work
on the next working day following the end of your AML
period.
To return early from AML, you will be expected to give the
appropriate number of days’ written notice. If this is not
received, your return to work can be postponed by the
requisite period of notice or to the end of your AML
period, whichever is sooner.
EHCC staff
You must give at least 21 days written notice of an
early return to work from AML.
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Teaching staff
You must give at least 21 days written notice of an
early return to work from AML.
Alternatively, if you decide not to return to work you
must give written notification of your resignation. This
written notification should be sent or given to your line
manager, with a copy to your HR caseworker for
recording purposes.
13.3 Postponement of return by the line manager
Your line manager can only postpone your return to work
if you wish to return to work early from maternity leave,
but have not given the required period of written notice.
If it is necessary to postpone your return to work your HR
caseworker, after consultation with your line manager,
will notify you in writing of the postponement and of the
revised date on which you will be expected to return to
work.
13.4 School based staff - returning to work during a
school holiday period
Staff on EHCC pay and conditions may return to work
during a school holiday period. Normal pay will be
restored with effect from the date of return. If you work
for less than 52 weeks per year, and if your return to
work date falls during a school holiday period, the
holiday period will not be included when calculating the
3 month return to work period. This is required in order
for you to retain the 12 weeks’ half pay received under
the OMP scheme.
Staff on teachers pay and conditions are required to
provide a medical certificate indicating their return to
work date and their fitness to make a return from this
date. This then allows for the holiday period to be
included when calculating the 13 (full time equivalent)
weeks return to work in order to retain the 12 weeks’ half
pay received under OMP. Normal pay will be restored
from the date that you are certified as medically fit to be
available for work.
13.5 Returning to work part-time
There is no automatic right to return to work on fewer
hours than those worked under your contract of
employment prior to your maternity leave. However,
provided that it does not present any operational
difficulties for your school or department, a request to
work fewer hours or flexible hours will be given serious
consideration by your line manager. The future working
arrangements should be discussed with your line
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manager, in consultation with your HR caseworker, at
the earliest possible opportunity.
Staff on teachers’ pay and conditions
If you want to return to work on fewer hours than those
you worked before your maternity leave, you will have to
complete a longer period of service (equating to 13 weeks
of full-time service) once you have returned. This entitles
you to retain all the maternity payments you received
under the OMP scheme. Please contact your HR
caseworker for details.
If you are not currently a member of the Teachers’
Pensions scheme and you return to work on a revised
contract (e.g. change in hours) you will automatically join
the Teachers’ Pensions scheme. If it is still your intention
not to be a member of the scheme, you will need to
contact Teachers’ Pensions to obtain the relevant form
which is available on the Teachers’ Pensions website.
More information about the scheme can be obtained from
Teachers’ Pensions by referring to the online guide
Further details about the statutory right to apply for
flexible working is noted below.
13.6 Flexible working
Parents can request flexible working, subject to the
following criteria.
You are eligible if you are the parent of a child/children
aged 17 or under, or of a disabled child/children under
18 and have the right to apply to work flexibly.
Applications should be made in writing to your line
manager.
Your requested change must relate to one or more of the
following:
• Your hours of work
• Your times of work
• Where you are required to work (e.g. at home or
place of work)
• Or any other such aspect of your terms and
conditions.
The purpose of any such request is to enable you to care
for your child.
You will be expected to state how you view the proposed
changes will work in practice. Your line manager will give
serious consideration to each request. If your application
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is refused, a further request can be made in one years’
time.
Further advice and information about flexible working is
available from your HR caseworker.
13.7 Job sharing
Job sharing is a part-time working arrangement where
two (or more) people divide the duties and responsibilities
of one post. The salary and conditions of service are
divided equally between the job sharers according to the
hours worked.
The application of this scheme is subject to the
agreement of your line manager, subject to the needs of
the business being paramount. Further advice about the
application of job sharing and part-time working will be
available from HR.
13.8 Career breaks
HCC does not operate a Career Break Scheme.
13.9 Reasonable contact
Whilst you are on maternity leave you are likely to be
very busy. However, your line manager should encourage
you to keep in touch during your absence.
Your line manager should arrange with you, prior to the
commencement of your maternity leave, the contact
arrangements that will be in place during your maternity
leave. Contact arrangements should take into
consideration your right to a private and family life,
whilst at the same time, keeping you up-to-date with
vacancies, any significant workplace developments and
training opportunities to help you settle back into your
role when you return to work. Consequently, your line
manager may send you copies of newsletters, service
information, minutes of relevant meetings and invite you
to staff briefings or meetings.
Not only is there an expectation for your line manager to
maintain contact with you, there is also an expectation
for you to make contact with your line manager.
You are encouraged to contact your line manager to find
out how things are at work. Just as importantly, you
should let your line manager know how you are, and
discuss any changes which would relate to your return to
work, or circumstances which are relevant to your
maternity case and will help ensure correct payment of
maternity benefits.
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13.10 Protection from unfair treatment
You are protected in law from unfair treatment at work in
connection with your pregnancy, childbirth or taking
maternity leave.
13.11 Further maternity leave
There is no limit to the number of times you may take
maternity leave and no re-qualification requirements
between periods of maternity leave, subject to you
maintaining your continuous service.
13.12 Continuous service
The whole of your maternity leave is counted as service
with HCC.
13.13 Any queries
If you have any queries about any aspect of your
maternity leave or pay, you should discuss these with
your HR caseworker who will be able to give you further
advice.
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14 Resignation or termination of
employment
14.1 Before maternity leave
EHCC staff
In exceptional circumstances, you may decide to resign
from your post, and not take your maternity
entitlements. In these circumstances, your entitlements
to both OMP and SMP are dependent upon your length of
service. If you are entitled to any statutory maternity pay,
you will be informed by your HR caseworker. Your leaving
date with HCC will be entered on your personnel and pay
record, but we will continue to pay your statutory
payments, which may extend beyond your resignation
date.
Teaching staff
If you are pregnant but do not wish to apply to take
maternity leave, you should notify your line manager in
writing that you wish to terminate your appointment,
giving at least 28 days’ notice, or as soon as possible. In
these circumstances, your appointment shall terminate:
• either with your agreement, or
• if because of your pregnancy you are incapable of
doing your own or some other suitable work, at a
date 11 weeks prior to the EWC, or
• at some other date less than 11 weeks before your
EWC.
Please note that there would be no entitlement to receive
any OMP, only SMP if you meet the SMP qualifying
requirements.
14.2 During maternity leave
If you have given birth, and are absent on either OML or
AML, and decide that you do not intend to return to work
after your maternity leave, you should notify your line
manager in writing that you wish to terminate your
employment and not return after your maternity leave.
This written notification must be given before the end of
your maternity leave, specifying your effective date of
termination, and providing your contractual notice (or a
shorter period that is mutually agreed with your line
manager). Please note that if you received the 12 weeks’
half pay under the terms of the OMP Scheme, you will be
required to repay this..
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14.3 After maternity leave
EHCC staff
If you return to work after your maternity leave and then
wish to resign you will be bound by the normal terms and
conditions outlined in EHCC and any other local
agreements:
• One calendar week’s notice in writing is required
from you for the ending of a temporary or fixedterm
contract, subject to the terms of your
individual contract of employment.
• For staff graded at EHCC A-E, one calendar
month’s notice in writing is required from you for
the ending of a permanent contract, subject to the
terms of your individual contract of employment.
• For staff graded at EHCC F-G, two calendar
months’ notice in writing is required from you for
the ending of your contract, subject to the terms of
your individual contract of employment.
• For staff graded at EHCC Grade H and above,
three calendar months’ notice in writing is
required from you for the ending of your contract,
subject to the terms of your individual contract of
employment.
Teaching staff
If you return to work after your maternity leave and then
wish to resign from your post, you will be bound by the
notional terms of the resignation dates for teachers
outlined in the Burgundy Book”.
Teacher
Headteacher
Teacher
Headteacher
Teacher
Headteacher
For resignation by the
end of
Spring Term
30 April
Summer Term
31 August
Autumn Term
31 December
Give Notice By
28 February
31 January
31 May
30 April
31 October
30 September
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15 Checking your payments are correct
Your HR caseworker will calculate the amount of
statutory and occupational maternity pay you are due to
receive.
All maternity payments will be arranged by your HR
caseworker based on the notifications you provide and
authorised by your line manager. Maternity pay is paid to
you during your maternity leave period in the same way
and at the same frequency as your normal salary.
15.1 Underpayments and overpayments
Whilst your HR caseworker will make every effort to
ensure that you are paid the correct salary and
allowances due to you whilst on maternity leave,
occasionally errors do occur and it is the responsibility of
whoever finds the error to raise this appropriately.
Due to the length of time you may be absent on maternity
leave, errors in your pay may extend over a short or long
period, and may have been identified quickly or after a
substantial amount of time.
To help minimise the potential for incorrect payments
occurring it is important that you and your line manager
ensure that your HR caseworker is notified of all relevant
changes to your status throughout the run up to your
maternity leave, during your maternity leave and during
your required return to work period.
15.2 Identification and responsibility for managing over
and underpayments
Underpayment
It is an over-riding principle that where any
underpayment is identified it will be corrected promptly
and any balance of monies owed to you made in the next
available pay run.
It may sometimes be possible to forward any outstanding
money to you sooner, subject to meeting the relevant
criteria defined in Hampshire County Council’s Pay
Advance Policy available on the intranet.
Overpayments
It is an over-riding principle that steps to recover any
overpayment will be taken, that they be taken promptly
and that the timescale, from discovery to a repayment
plan being put in place, should not normally extend
beyond two months.
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Errors may be identified by your line manager checking
their monthly payroll reports, by your HR caseworker
processing a leaver action, or by you through your
monthly pay advice notification. If you find a mistake or
have a query regarding your maternity pay you must
notify your line manager who can arrange a mutually
agreeable repayment plan that can be set up by your HR
caseworker.
Your HR caseworker will provide details of the
overpayment for your line manager to discuss with you
and negotiate the timing of repayment. The responsibility
for managing and co-ordinating the overpayment and
recovery process lies with your line manager working in
conjunction with other parts of HR, including your HR
caseworker and Employment Practice Centre or
Education Personnel Services.
15.3 The legal context
Hampshire’s overpayment policy is compliant with the
relevant statutory legislation. Under the Employment
Rights Act 1996 [Part II, Section 14(1)] HCC is not
entitled to deduct sums from wages due to you without
your consent. There is, however, a specific exemption for
deductions to recover:
• Any overpayment of wages.
• Any overpayment of expenses incurred by you in
carrying out your employment, made (for any
reason) by your employer to you.
Where there is a deduction to recover an overpayment of
wages or expenses, HCC does not require a written
mandate from you, but your line manager will always try
to work with you to agree a mutually acceptable
repayment plan.
If an overpayment is identified and you are leaving your
employment, HCC reserves the right that any
overpayment will be collected from your final salary. If,
after this action, there is any outstanding balance this
will be invoiced in the same way as any other employee
leaving HCC and the overpayment will be passed to the
County Treasurer’s Debt Recovery Team.
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16 Health and safety
This section deals with the health and safety of women
who are pregnant, have recently given birth or are
breastfeeding.
In most situations, if your general health is good you
should be able to do all or at least most of the job you did
before becoming pregnant. Nevertheless pregnancy may
place extra strain on you so you should be advised to
take steps to safeguard yourself and your unborn child.
The first three months of pregnancy are when your
unborn child is particularly vulnerable and in certain
occupations extra protective measures may be required.
Safe and healthy working conditions will depend on your
individual circumstances and the majority of workplaces
in HCC do not pose risks for pregnant women. However,
health and safety law requires assessment of the risks to
new and expectant mothers at work. The overview of HCC
is that the health and safety implications for pregnant
employees can be adequately addressed by normal
management procedures. As individual circumstances
can vary there is a need for a risk assessment to be
undertaken by your line manager in conjunction with
you. Line managers will therefore be provided with
guidance which explains how this should be done.
16.1 Common hazards
Physical factors
Employees should avoid heavy lifting and long periods of
standing. Other risks at work to avoid are:
• Shocks, vibration or movement
• Manual handling of loads
• Ionising and non-ionising radiation
• Extremes of heat and cold.
Biological factors
Teachers, nurses and agricultural workers among others
should avoid exposure to the following:
• listeria
• toxoplasma
• rubella
• cytomegalovirus
• chickenpox.
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It is advisable for you to stay away from work if your
doctor considers that there is a risk of contracting one of
these diseases (this applies mostly in the early months of
pregnancy). If you are advised not to go into work, you
will be granted leave with full pay provided you do not
unreasonably refuse to work in a different location.
Chemical factors
Nurses, pharmacists and laboratory staff among others
should avoid exposure to:
• lead and lead derivatives
• solvents
• mercury
• certain benzene hydrocarbons
• anaesthetic gases.
If a risk is identified, measures must be taken to protect
employees from it. These should be done in the following
sequence:
• introduce safety measures to control the risk.
• temporarily adjust working conditions and hours.
• temporarily relocate the employee to another job.
• give paid time off.
If you have any concerns about your health and safety
while at work you should bring these to the attention of
your line manager immediately.
Please contact your Health and Safety team for further
advice on health and safety matters for new and
expectant mothers at work.
16.2 Employee Support Line (ESL)
HCC has a free face-to-face counselling service for staff
who need support with personal or work related issues.
This service is totally confidential within The British
Association for Counselling Ethical Framework and
staffed by experienced and trained counsellors. The
support line can be contacted on 023 8062 6606 and
further details are available on the ESL website.
16.3 Teacher Support Line
There is a free 24-hour counselling support service for
teachers who may need support with personal or work
related issues. This service is confidential and is provided
by the Teacher Support Network. The ‘phone number is
08000 562 561.
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There is also a free one to one counselling service for
HCC Headteachers who may also need support with
personal or work related issues. This service is
confidential and is provided by the NHS. The ‘phone
number is 01962 825600. Please ask for the
Headteachers’ Support Line.
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17 Frequently Asked Questions
Question 1
Answer
Question 2
Answer
Question 3
Answer
Question 4
Answer
Question 5
Answer
Question 6
Answer
Question 7
Answer
Do I have an entitlement to take Additional Maternity Leave?
Yes, in addition to Ordinary Maternity Leave and regardless
of when you began working for your employer, as long as
you have a contract of employment, whether permanent or
temporary, or fixed-term.
What do I have to tell my employer and when?
That you are pregnant, the expected date of birth of your
baby and when you want to start maternity leave.
This information is required by the end of the 15 th week
before the expected week of childbirth. You are also
required to give 28 days’ notice of the date you intend to
start maternity leave.
Do I have to put this information in writing?
Yes, if your employer requests it. As part of our maternity
scheme guidance, we provide you with a form to complete
(M1) which asks for the necessary information.
Why do I have to tell my employer of my pregnancy?
This enables your employer to conduct a risk assessment
with you about your role and also alerts your line manager to
your need to have time off for ante-natal appointments.
What happens if I indicate my intention to resign my post
rather than start maternity leave?
You lose the right to receive any of the Occupational Pay
benefits (these require you to make a return to your post).
You will however be entitled to receive Statutory Maternity
Pay, if you qualify for it.
When can I start my maternity leave?
The earliest you can begin maternity leave is 11 weeks before
the expected week of childbirth.
Can I change the date I want to start my maternity leave on?
Yes, but you will be required to give 28 days notice of this
changed date. There is a form M1A which you may wish to
use when giving 28 days notice of your changed date of
maternity leave
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Question 8
Answer
Question 9
Answer
Question 10
Answer
Question 11
Answer
Question 12
Answer
Question 13
Answer
Question 14
Answer
What if I’m sick - I’ve heard that my maternity leave might be
automatically started?
Only if you have reached the 4 th week before the expected
week of childbirth and only then if your sickness is specifically
identified as pregnancy related.
I cannot afford to remain absent from work for long. What is
the minimum amount of time I can take maternity leave for?
There is a specific two-week period after the birth of the
baby known as the compulsory maternity leave period where
you would not be able to return to work.
What if my baby is born before the date I specified as
commencing maternity leave?
Your maternity leave and pay period will be deemed to have
started on the day following the date your baby was born.
How do I qualify for Maternity Pay?
There are two types of maternity pay, Statutory Maternity Pay and
Occupational Maternity Pay.
You have to be in employment with your employer for a minimum
of 26 weeks at the 15 th week before EWC to qualify for SMP and
one year at 11 th week (for EHCC07 staff)/15 th week (for teaching
staff) before the EWC to qualify for OMP.
Please refer to Section11 of this guide for additional qualification
requirements for SMP.
What if I don’t qualify for pay - what can I do?
Still complete Form MP1; this enables PCSS to provide you with a
form to take to the DWP/Job Centre Plus, and apply for a
Maternity Allowance.
I have more than one contract with HCC - does this mean I will
receive two periods of maternity leave?
No, these contracts run at the same time and maternity leave will
be taken at the same time from both posts. Any pay entitlements
will be paid according to your entitlement to receive maternity pay
and at no time will you receive in excess of full pay for each post.
I want to return to work part-time - can my line manager insist I
return full time?
There is no automatic right to work part time. You only have the
right to return to the post you held prior to starting maternity
leave. However, consideration should be given by your line
manager to any such request for part-time work.
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Question 15
Answer
Question 16
Answer
Question 17
Answer
Question 18
Answer
Question 19
Answer
Question 20
Answer
Can my employer turn down a request to work flexibly?
Yes, but the employer would have to provide the
organisational/business reasons for such a decision. You can reapply
after one year.
I want to return to work and have agreed the reduced hours with
my employer. Is there anything else I should do?
Ensure that the details of reduced hour working have been notified
to PCSS and for teachers only, actively elect to pay pension
contributions on this reduced hour working.
I am a teacher and intend to return to work during the school
holiday period - do I have to supply a medical certificate?
If you wish to return to work on a date which occurs during a
holiday period and you also wish to have the holiday period
included in the calculation of the 13 weeks (or part-time equivalent)
for which you are required to return to work in order to retain
your entitlement to OMP, you need to be declared medically fit to
be available for work. If you choose not to submit a medical
certificate to this effect, the calculation of the 13 weeks (or parttime
equivalent) will start from the date you actually return to
work.
I am hoping to change jobs shortly, but I am also on maternity leave
and will not be available to work until a few months’ time. Does the
prospective employer have to consider my application?
Yes, unless the post is specifically to cover a set period and this is
when you are still on maternity leave.
I am employed on a fixed-term contract - does this mean that I will
not be able to make a return to work?
You should seek to establish from your line manager if your fixedterm
contract will be extended. If it is extended you would be able
to return to work. If your contract were to end during the
maternity leave period your line manager must bring to your
attention suitable alternative posts that are available and give you
proper consideration for further employment.
I have heard that there may be redundancies at my unit or school
and I wonder if I could be made redundant when I’m on maternity
leave?
Yes, however, you cannot be selected for redundancy just because
you are on maternity leave. The unit or school would have to
follow an agreed procedure and apply the criteria to determine
who should be selected. Prior consultation should take place with
you; however you should be offered a suitable alternative vacancy
where one exists, provided that the work is suitable and
appropriate to the circumstances. The terms and conditions should
not be substantially less favourable than those of your original post.
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Question 21
Answer
Question 22
Answer
Question 23
Answer
Question 24
Answer
Question 25
Answer
Do I have to return to the same unit or school to retain my
maternity benefits?
Yes, in most cases you should seek to return to the job in which
you were employed prior to commencing maternity leave.
However, should you gain employment at another unit or school,
please contact PCSS who will be able to advise you of the
implications on your maternity pay.
What if I exceed my additional maternity leave periods of maternity
leave?
You will lose your right to return to your post.
What if I undertake any paid work during my maternity leave, will I
lose any of my maternity pay or leave?
You may work for up to 10 “Keeping In Touch” (KIT) Days with
your employer without your maternity leave or pay being affected.
Any other work would affect your maternity leave and pay. You
may also lose the right to return to your job.
If I don’t give the required notice of my intention to start maternity
leave, what will I lose?
You will lose part of your statutory maternity pay entitlement,
which is calculated from the day you commence maternity leave.
Parental leave is unpaid, if I took this immediately following my
maternity leave, could it be counted as a return to work?
No.
Page 55 of 78

Appendix 1 – contact details
Pay & Contract Support Services
Hampshire House
Third Floor 84-98 Southampton Road
Eastleigh
Hampshire SO50 5PA
Courier C548A
Telephone 023 8038 3000
Intranet pages: http://intranet.hants.gov.uk/hr/hrcentres/pcss-home.htm
Schools E-mail:
pcss.schools.support.group@hants.gov.uk
Departments E-mail:
pcss.departmental.support@hants.gov.uk
Department queries
Employment Practice Centre
Athelstan House
St Clement Street
Winchester SO23 9DR
Courier C138
Telephone 01962 813999
School Queries
Education Personnel Services
2 nd Floor, Hampshire House
84-98 Southampton Road
Eastleigh
Hampshire SO50 5PA
Courier C548A
Salary Sacrifice Scheme Computershare
Telephone Number: 0845 002 1111
Provider is Computershare.
Page 56 of 78

Local Government Pension Services
Pensions Services
County Treasurer’s Department
Hampshire County Council
The Castle
Winchester
Hampshire SO23 8UB
Tel: 01962 845558
Email: pensions@hants.gov.uk
Teachers Pension Services
Teachers' Pensions
Capita Hartshead
Mowden Hall
Darlington
DL3 9EE
Tel: 0845 6066166 (local rate)
Tel: 01325 745000 (national rate)
Minicom: 0845 6099899
Fax: 01325 745789
Page 57 of 78

Appendix 2 - Glossary of acronyms and terms
Acronyms
AML - Additional Maternity Leave
CML - Compulsory Maternity Leave
DWP - Department for Work and Pensions
EHCC - Employment in HCC
EPC - Employment Practice Centre
EPS - Education Personnel Services
ESL - Employee Support Line
EWC - Expected Week of Childbirth
GP - General Practitioner
GTC - General Teaching Council
HCC - Hampshire County Council
PCSS - Payroll & Contract Support Services
HSA - Hospital Savings Association
LA - Local Authority
MSL - Maternity Support Leave
NHS - National Health Service
NQT - Newly Qualified Teacher
OML - Ordinary Maternity Leave
OMP - Occupational Maternity Pay
SMP - Statutory Maternity Pay
SPP - Statutory Paternity Pay
SSP - Statutory Sick Pay
Page 58 of 78

Terms uses
Terms used in this guide
Child
Childbirth
Contract of employment
Earnings related rate
Employee
Employer
Expected week of childbirth
Job
MAT B1
Normal weekly earnings
Definitions
A person under the age of eighteen.
The birth of a living child or the birth of a
child whether living or dead after 24 weeks
of pregnancy.
A contract of service or apprenticeship,
whether express or implied, and (if it is
express) whether oral or in writing.
A weekly rate equivalent to 90 per cent of a
woman’s normal weekly earnings for the
period of 8 weeks immediately preceding
the 14 th week before the expected week of
childbirth.
An individual who has entered into or works
under (or, where the employment has
ceased, worked under) a contract of
employment. (see above for definition of
contract of employment).
The person by whom an employee is (or,
where the employment has ceased, was)
employed e.g. Hampshire County Council.
The week beginning with midnight between
Saturday and Sunday, in which it is expected
that childbirth will occur.
In relation to an employee returning after
maternity leave or parental leave, means the
nature of the work which she is employed
to do in accordance with her contract of
employment and the capacity and place in
which she is so employed.
A maternity certificate which shows a
pregnant woman’s expected week and date
of childbirth. It is normally issued by their
doctor or midwife after week 20 of
pregnancy.
Calculated using the period of 8 weeks
immediately preceding the 14 th week before
the expected week of childbirth.
Page 59 of 78

Appendix 3 – useful websites
For employees who have access to the internet, the
following websites are useful sources of additional
information.
Please note that, although these sources of information
may be useful tools, the fact that they are external
websites may mean that the content is subject to change.
The information contained within these websites do not
relate to Hampshire County Council’s Occupational
Maternity Schemes for Support Staff and Staff on
Teachers’ Pay and Conditions.
• Department of Health - www.doh.gov.uk
• Department for Business, Enterprise And
Regulatory Reform www.berr.gov.uk
• Department for Work and Pensions
www.dwp.gov.uk
• Job Centre Plus
www.jobcentreplus.gov.uk/cms.asp
• The government’s interactive website
www.direct.gov.uk
• HM Revenue and Customers www.hmrc.gov.uk
• The National Childbirth Trust
www.nctms.co.uk and
www.nctpregnancyandbabycare.com
Page 60 of 78

Appendix 4 – Other family friendly schemes
Maternity support leave and pay for your support partner
EHCC07 Staff
Your primary provider of support may be entitled to
Maternity Support Leave (MSL). This is time off granted to
an employee who may be your husband, partner, child’s
father, your parent or other nominated carer. MSL is
therefore for the express purpose of supporting you at or
around the time of childbirth.
If your primary provider of support is an employee of
HCC, but does not have the qualifying service of 26
weeks’ continuous local government service to be eligible
for paternity leave, they can apply for MSL. They will be
required to provide a copy of your MAT B1 certificate and
should consult with their line manager at the earliest
opportunity about proposed leave arrangements.
A blank MSL application form is available in Appendix 4
of this guide. This should be submitted to the line
manager who will update the employee’s SAP pay and
personnel record.
An employee who is granted MSL may take up to 5 days
paid time off at or around the time of childbirth, as
agreed with their line manager. Payment will be made in
the same way as the employee’s normal salary. MSL may
be taken as a block or as individual days and is only
granted per pregnancy and not per child. Therefore, the
employee will only receive one maternity support leave
payment.
Attendance at ante natal appointments with the mother
should be covered with annual leave or flexi leave or
some other arrangement which is subject to agreement
with the line manager.
Teaching Staff
Staff on teachers’ terms and conditions of
employment are not entitled to Maternity Support
Leave.
Parental leave
Parental leave is for the purpose of caring for a child you
have parental responsibility for.
For children born or adopted on, or after, 15 December
1999, you are entitled to unpaid parental leave if:
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Page 62 of 78
• you have one year’s continuous service with HCC
and
• you are the parent nominated on the birth
certificate of a child born after 15 December 1999,
who is under five years old, or
• you have adopted, on or after 15 December 1999,
a child under the age of eighteen, or
• you have acquired formal parental responsibility
for a child born after 15 December 1999, who is
under five years old.
The entitlement is up to 13 weeks’ unpaid parental leave
for each child or up to 18 weeks for each child entitled to
a disability living allowance. The amount of leave is
proportional for part-time employees. If both parents are
employed by HCC and meet the qualifying criteria, both
are entitled to parental leave individually.
Parental leave must be taken in blocks or multiples of
one week. Single days can only be taken where the leave
is for a child who is entitled to receive disability living
allowance. You may not take more than four week’s
parental leave in a particular year, except in the cases of
a child who is entitled to disability living allowance
(subject to the overall maximum of 13 or 18 weeks as
detailed above).
You can request parental leave at any time up until the
child’s 5 th birthday or up to the child’s 18 th birthday in
the case of a child for whom disability living allowance
has been awarded.
Should you request parental leave you must provide your
line manager with at least 21 days written notice of your
request for leave. A blank application Form PL1 is
available in appendix 4 of this guide.
Proof of parental responsibility may be requested by the
line manager, e.g. evidence of the date of the child’s birth,
evidence of the date on which the adoption placement
began, evidence of disability living allowance.
If you are due to commence maternity leave you may also
elect to take this right to parental leave immediately
following the end of your maternity leave.
Unpaid leave will not count towards pension benefits. For
advice on pension implications, please contact their
pension provider (see appendix 1).
Local management of parental leave for school staff
Headteachers have the discretion to grant parental leave
in excess of four weeks per year or in blocks of either half

a term or a whole term, subject to the overall maximum
and the operational requirements of the school.
If you wish to request more than four weeks’ leave you
must give at least one week’s notice for each week of
leave requested, subject to a maximum of eight weeks’
notice overall. Longer notice periods, where possible, will
be helpful to your school and will minimise the risk of a
decision to postpone the leave for operational reasons.
Your notice should specify the exact day on which
parental leave will start and end, with the exception of:
• fathers who want to take leave from the date on
which the baby is born, or
• prospective adoptive parents who want to take
leave from the date a child is placed with them.
In these circumstances your notice must specify the
duration of the period of leave; either the expected week
of childbirth or the week in which the placement is
expected to occur, and be given at least 21 days before
the expected week of childbirth or placement.
In the case of placement for adoption, if it is not
reasonably practicable for you to give the 21 days notice,
notice should be given as soon as possible. Additionally
in these circumstances, if you have given notice of
parental leave, your leave cannot be postponed under the
arrangements prescribed below.
Headteachers can postpone parental leave for up to six
months where the operation of the school would be
particularly disrupted if the leave were taken at the time
requested. Your Headteacher must notify you in writing
of the postponement, the reasons for it and the
alternative beginning and end dates on which the period
of leave will be permitted. Notice of postponement must
be issued not more than seven days after your notice was
given to your Headteacher (fourteen days if you request a
period of parental leave in excess of four weeks). The
period of leave requested must be re-arranged in
consultation with you. If agreement cannot be reached
your Headteacher must ensure that leave can be taken at
a time which best fits the needs of the school and you.
You still have the right to take it. Parental leave cannot
be postponed beyond the date of the child’s eighteenth
birthday. It can not be postponed when you give notice to
take it immediately after the time of childbirth.
Further advice regarding parental leave may be obtained
from your HR caseworker or EPS.
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Page 64 of 78
Paternity leave and pay
Your partner may be entitled to paternity leave. This will
be the biological father of the child or your husband, or
your partner and will be expected to have responsibility
for the upbringing of the child.
If your partner is a HCC employee, they may be entitled
to paternity leave if they have:
• At least 26 weeks continuous local government
service by the end of the 15 th week before the
expected week of childbirth
• Is nominated by you as your partner.
Paternity leave is therefore for the express purpose of
supporting you at, or around, the time of childbirth.
Employees entitled to paternity leave may take either a
period of one week’s leave or two consecutive weeks’
paternity leave. They are not able to take two separate
weeks’ leave. The leave will only be granted in one-week
blocks and not as single days. It must be taken within 56
days (8 weeks) of the date of childbirth and as agreed
with their line manager.
An employee must notify their line manager and HR
(PCSS) of their intention to take paternity leave and claim
paternity pay, in or before the 15 th week before the EWC,
unless this is not reasonably practicable, or as soon as
possible. Notification must be provided at least 28 days
before paternity leave and pay is to start, form PAT1 can
be used for this purpose.
An employee taking paternity leave must notify their line
manager and PCSS:
• of the expected week of childbirth.
• whether they wish to take one week or two
consecutive weeks’ leave.
• when they want their leave and paternity pay to
start.
An employee can change their mind about when they
wish to start their paternity leave providing that they give
their line manager at least 28 days’ notice, if possible.
An employee will be expected to supply evidence of their
entitlement to take paternity leave and claim paternity
pay by producing a copy of your MAT B1 certificate. They
must also complete an HMRC Statutory Paternity Self-
Certification form identifying their intention to take up
of their paternity leave entitlement. Blank application
forms are available in Appendix 4 of this guide.

An employee must also provide their line manager with
further written notice of the date of childbirth. This
notification must be given in writing and provided as
soon as possible after the child’s birth.
An employee entitled to paternity leave and pay will be
entitled to receive Statutory Paternity Pay (SPP), which
will be paid through HCC’s normal payroll.
The first week of paternity leave will be paid at either the
rate of Maternity Support Leave i.e. up to 5 days
contractual pay, or SPP or 90% of average weekly
earnings, whichever is the greater.
If your partner opts to take a second consecutive week of
paternity leave, this will be paid at the rate of SPP or 90%
of average weekly earnings, whichever is the lower.
If your partner’s average weekly earnings are below the
lower earnings limit for national insurance purposes they
will not qualify for SPP but may instead take Maternity
Support Leave (MSL).
SPP payments are treated as income. Therefore, income
tax and national insurance contributions will continue to
apply and will be deducted accordingly.
Your partner’s personal record will be updated by PCSS.
Attendance at hospital appointments or ante natal
classes with you should be covered with annual leave,
flexi leave or some other arrangement which is subject to
agreement with your partner’s line manager.
Additionally, any entitlement to paternity leave is per
pregnancy and not per child. Therefore, where a mother
has a multiple-birth, only one paternity leave and pay
entitlement will apply.
If your partner has more than one contract of
employment with HCC, the way that paternity pay and
national insurance contributions are calculated may
differ. If your partner is making sufficient national
insurance contributions under each contract of
employment, they may be entitled to separate payments
of SPP. Further advice will be available from PCSS.
Your partner will be entitled to return to the same job
following a period of paternity leave.
Any entitlement to paternity leave and pay is separate to
any right to parental leave as detailed above.
Additional paternity leave and pay
If your baby is due on or after 3 April 2011, you may be
able to transfer your maternity leave and pay to your
partner. The father (including partner or civil partner)
Page 65 of 78

must have been eligible for Statutory Paternity Leave (i.e.
have been continuously employed by the same employer
for at least 26 weeks by the 15 th week before the baby is
due) and still be in employment until the week before
they start Additional Paternity leave. To qualify for
Additional Paternity Leave your partner must have
responsibility for the upbringing of the child. You must
have been eligible for maternity leave, statutory maternity
pay (SMP) or maternity allowance (MA). You must also
have signed a declaration and have returned to your work
before your partner can start their Additional Paternity
Leave.
The earliest that Additional Paternity Leave may
commence is 20 weeks after the date on which the child
is born (i.e. you must take the first 20 weeks of maternity
leave) and it must end no later than 12 months after the
date of birth. The minimum period for Additional
Paternity Leave is two consecutive weeks and the
maximum period is 26 weeks. You must therefore have
at least two weeks of your maternity leave that remains
unexpired. The leave may only be taken in multiples of
complete weeks. This is on top of your entitlement to
two weeks' Ordinary Paternity Leave.
Your partner will be able to work for up to 10 days during
the paternity leave period, without losing the right to
paternity pay for the weeks in which they worked (known
as “Keeping In Touch” (KIT) days). The total number of
KIT days you and your partner will be able to take
throughout the maternity leave and additional paternity
period must not exceed twenty.
Evidential requirements for Additional Paternity Leave
Your partner must provide their employer with the
following pieces of additional evidence not less than 8
weeks before the date chosen for Additional Paternity
Leave to begin:
• details of the expected week of your child’s birth,
the actual date of your child’s birth and the dates
your partner has chosen for the leave to commence
and end
• confirmation that your partner has responsibility
for the upbringing of your child, is the father or
married to you, or is your partner or civil partner
and that they will be taking Additional Paternity
Leave for the purpose of caring for your child
• a declaration from you confirming your name and
address, the date you intend to return to work and
your National Insurance number. You must also
confirm that your partner is the only person taking
Page 66 of 78

paternity leave and that the information can be
processed by your partner’s employer.
Your partner’s employer may also request that your
partner supply them with a copy of your child’s birth
certificate and the name and address of your employer,
which must be provided within 28 days of it being
requested.
Additional Statutory Paternity Pay
If your partner is entitled to Additional Paternity Leave,
they may be entitled to Additional Statutory Paternity Pay
(ASPP). This would apply if:
• you are entitled to Statutory Maternity Pay (SMP) or
Maternity Allowance (MA) and;
• you have returned to work and no longer in receipt of
maternity pay
• your partner’s normal weekly earnings are above the
Lower Earnings Limit for National Insurance purposes
for the 8 weeks before the relevant week (i.e. 15 th week
before the baby is due).
Your partner would then be eligible to receive Additional
Statutory Paternity Pay (ASPP) only during your
maternity pay period i.e. the 39 weeks following the date
you commenced your Statutory Maternity Pay.
Evidential requirements for Additional Statutory Paternity
Pay
Your partner must provide the following pieces of
evidence to their employer not less than 8 weeks before
the date when ASPP is to commence:
• details of the expected week of your child’s birth, the
actual date of the child’s birth, the date it is expected
that ASPP will begin and the date it is expected to end
• confirmation that your partner has responsibility for
the upbringing of your child and will be taking leave
for the purpose of caring for your child
a declaration signed by you confirming your name and
address and NI number, the date your maternity pay
period or maternity allowance period started, that you
intend to return to work and you have given notice to
your line manager that you are returning to work. You
must also confirm that your partner is the only person
applying for ASPP and that your partner’s employer can
process the information.
Page 67 of 78

Appendix 5 – Forms to notify us of maternity
There are a number of forms that you can use to notify
us of your intentions. This will ensure that your pay is
correct.
Paper forms are in the following pages but there are also
electronic notifications on the links below:
Form M1 - Notification of maternity leave and pay details
Form M1A - Notification of change of maternity leave and pay start date
KIT Notification – Notification of Keeping In Touch day attendances and payments
(for line manager use only).
Form M4E – Notification of early return from maternity leave (ie before end of
Additional Maternity Leave)
Form M4F – Notification of non-return from maternity leave
Form M4G – Notification of change of hours on return from maternity leave (if
returning at end of Additional Maternity Leave)
Form PAT1 - Application for paternity leave and pay
Form PAT1BV – Notification of variation to paternity leave and pay request
Page 68 of 78

Form M1 - Notification of maternity leave and pay details
Full name
Home Address
Job title Newly qualified teacher? Yes / No
Place of work
Personnel number(s)
Date you started work with HCC
Date of continuous local government service
Contract type
End date (if applicable)
Date on which your baby is due
Permanent / Temporary / Fixed Term
Do you wish to: Take maternity leave Date
Resign from post Date
Please indicate your intentions regarding Occupational Maternity Pay (OMP). You may either:
1. Receive your full entitlement to OMP on commencement of your maternity leave. Please note that
this payment will be recovered from you in the event that you do not return to work for a period of 3
months (for support staff) or 13 weeks or full time equivalent (for teaching staff).
2. Suspend payment of the 12 weeks OMP until you return to work. Please note that the payment will
be made to you upon your return to work, but will be recovered from you in the event that you do not
return to work for a period of 3 months (for support staff) or 13 weeks, or full time equivalent (for
teaching staff).
Photocopy of my MAT B1 Certificate is attached will follow
I confirm that I am pregnant and the above information is correct. I consent to Hampshire County Council processing
this information and any relevant personal data for administrative purposes in relation to my pregnancy and my request
for maternity leave and pay. I undertake that, as detailed in the Council’s Maternity Benefits Scheme, an element of
Occupational Maternity Pay will be repayable to the County if I give notice to terminate my employment before
returning from maternity leave or otherwise fail to complete the necessary period of work following maternity leave. If
I am retired on health grounds or made redundant there will be no recovery of the financial assistance given to me. In
other exceptional circumstances, I understand that consideration may be given to waiving in part or in total the
requirement to repay the relevant element of OMP. I acknowledge the right of Hampshire County Council to recover
the sums due from any monies owed to me, eg final salary payment. If any further repayment of any sum is required,
my line manager will discuss repayment arrangements with me.
Signed employee:
Signed manager:
Manager print name
Date:
Date:
Please return to PCSS as soon as possible (by the end of the 15 th week before the EWC and no later than 28 days
before the date on which you intend maternity leave and pay to commence) with a copy to your manager for
information.

Form M1A - Notification of change of maternity leave and pay start date
Please note, if you have notified your employer of the date you wish to start Ordinary Maternity Leave to
commence you can subsequently vary the date, providing you notify us at least 28 days before the date varied, or
28 days before the new date, whichever is the earlier, or it that is not reasonably practicable, as soon as possible.
Full name
Home Address
Job title
Are you a newly qualified teacher?
Personnel number(s)
Place of employment
Original date of your maternity leave
Yes / No
New date on which my maternity leave will start
Please indicate your intentions regarding Occupational Maternity Pay (OMP). You may either:
1. Receive your full entitlement to OMP on commencement of your maternity leave. Please note that
this payment will be recovered from you in the event that you do not return to work for a period of 3
months (for support staff) or 13 weeks or full time equivalent (for teaching staff).
2. Suspend payment of the 12 weeks OMP until you return to work. Please note that the payment will
be made to you upon your return to work, but will be recovered from you in the event that you do not
return to work for a period of 3 months (for support staff) or 13 weeks, or full time equivalent (for
teaching staff).
I confirm that I wish to vary my OML start date and hereby provide the required notice of its variation. I confirm that I
am pregnant and the above information is correct. I consent to Hampshire County Council processing this information
and any relevant personal data for administrative purposes in relation to my pregnancy and my request for maternity
leave and pay.
I undertake that, as detailed in the Council’s Maternity Benefits Scheme, an element of Occupational Maternity Pay will
be repayable to the Council if I give notice to terminate my employment before returning from maternity leave or
otherwise fail to complete the necessary period of work following maternity leave. If I am retired on health grounds or
made redundant there will be no recovery of the financial assistance given to me. In other exceptional circumstances, I
understand that consideration may be given to waiving in part or in total the requirement to repay the relevant element
of OMP. I acknowledge the right of Hampshire County Council to recover the sums due from any monies owed to me,
eg final salary payment. If any further repayment of any sum is required, my line manager will discuss repayment
arrangements with me.
Signed employee:
Date:
Signed manager:
Manager print name
Date:
Please return to PCSS as soon as possible (no later than 28 days before the date on which you intend maternity leave
and pay to commence) with a copy to your manager for information.

Form M4E – Early return from maternity (support staff only)
Full name
Home Address
Job title
Personnel number(s)
Place of employment
Date of return if earlier than AML end date
(please refer to part 1 of letter M4 for confirmation of your AML end date)
Please indicate your intentions regarding working hours:
1. I will be returning on my original working hours
2. I will be returning to work on different hours please complete section 3
3. Working hours
Old weekly working hours
New weekly working hours
Signed employee:
Date:
Signed manager:
Manager print name
Date:
Please return to PCSS as soon as possible but no later than the 5 th day of the month in which you wish to
return.

Form M4E – Early return from maternity (teaching staff only)
Full name
Home Address
Job title
Personnel number(s)
Place of employment
Are you a newly qualified teacher? Yes / No
Date of return if earlier than AML end date
(please refer to part 1 of letter M4 for confirmation of your AML end date)
Please indicate your intentions regarding working hours:
1. I will be returning on my original working hours
2. I will be returning to work on different hours please complete section 3
3. Working hours
Old fraction
New fraction
Signed employee:
Date:
Signed manager:
Manager print name
Date:
Please return to PCSS as soon as possible but no later than the 5 th day of the month in which you wish to
return.

Form M4F – Notification of non-return from maternity leave
Full name
Home Address
Job title
Personnel number(s)
Place of employment
Date of resignation
If you are moving away please provide a forwarding address:
New Address
I understand that, under the terms of the Occupational Maternity Pay scheme if I have received 12 weeks
OMP, this will be treated as an overpayment that must be repaid in full.
Signed employee:
Date:
Signed manager:
Date:
Manager print name
Please return to PCSS as soon as possible but no later than the 5 th day of the month in which you wish to
resign.

Form M4G – Change of hours on return from Additional Maternity Leave (support staff)
Full name
Home Address
Job title
Place of work
Personnel number(s)
Place of employment
Please indicate you intentions regarding working hours:
I will be returning to work on different hours Please complete working hours sections
Working hours
Old working hours
New working hours
Signed employee:
Signed manager:
Date:
Date:
Manager print name
Please return to PCSS as soon as possible but no later than the 5 th day of the month in which you wish to return

Form M4G – Change of hours on return from Additional Maternity Leave (teaching staff)
Full name
Home Address
Job title Newly qualified teacher? Yes / No
Place of work
Personnel number(s)
Place of employment
Please indicate you intentions regarding working hours:
I will be returning to work on different hours Please complete working hours sections
Working hours
Old fraction
New fraction
Signed employee:
Signed manager:
Date:
Date:
Manager print name
Please return to PCSS as soon as possible but no later than the 5 th day of the month in which you wish to return

Form MSL1- Application for maternity support leave and pay
Full name
Home Address
Job title
Personnel number(s)
Place of employment
Date you started work with HCC
Date of continuous local government service
Date on which baby is due
Photocopy of MAT B1 Certificate is attached
will follow
I confirm that I wish to take MSL leave starting on
For a total of
Days
I confirm that the above information is correct and that I understand and accept the conditions of the
Maternity Support Leave Scheme. I also consent to Hampshire County Council processing this information
and any relevant personal data for administrative purposes in relation to my request for Maternity Support
Leave and Pay.
Signed employee:
Date:
Signed manager:
Manager print name
Date:
Please return to your line manager as soon as possible for retention on your personnel file.

Form PL1- Application for parental leave
Full name
Home Address
Job title
Personnel number(s)
Place of employment
Date you started work with HCC
Date of continuous local government service
Date on which your baby is due
Date the baby arrived (if already born)
Photocopy of MAT B1 Certificate is attached
will follow
I confirm that I wish to take parental leave starting on
For a total of
Weeks
I confirm that the above information is correct and that I understand and accept the conditions of the
Parental Leave Scheme. I also consent to Hampshire County Council processing this information and
any relevant personal data for administrative purposes in relation to my request for Parental Leave
and pay.
Signed:
Date:
Please return to your line manager as soon as possible for retention on my personnel file.

Form PAT1 – Application for paternity leave and pay
Full name
Home Address
Job title
Personnel number(s)
Place of employment
Date you started work with HCC
Date of continuous local government service
Date on which your baby is due
The HMRC statutory paternity pay/form is: attached will follow
I confirm that I wish to take paternity leave commencing on
For a total of
Week(s)
I note that I have a right to change my paternity leave and pay start date provided that I give at least 28 days notice
of the change.
I confirm that the above information is correct and that I understand and accept the conditions of the Paternity
Leave and Pay Scheme. I also consent to Hampshire County Council processing this information and any relevant
personal data for administrative purposes in relation to my request for Paternity Leave and Pay.
I confirm I have discussed my request with for paternity leave with my manager.
Signed employee::
Date:
Signed manager:
Manager print name
Please return to PCSS as soon as possible (by the end of the 15 th week before the EWC and no later than 28 days
before the date on which you intend maternity leave and pay to commence) with a copy to your manager for
information.