Autumn 2011 - Mandy Mazliah

Your rights
taken for up to 26 weeks, provided
that the mother has returned to work
during the 39 week SML period.
Additional SPL is available in respect
of any period of unexpired SML and
may be taken between 20 weeks and
one year after the birth.
SPL may be taken where the baby
is stillborn after at least 24 weeks’
pregnancy or at any time if born alive
at any stage of the pregnancy.
Statutory Paternity Pay (SPP)
This is financed by the employer and
is a taxable benefit. SPP is payable for
one week or two consecutive weeks
in the period from the child’s birth until
the eighth week after birth. Qualifying
conditions apply, such as having 26
weeks’ continuous service before
week 25 of the pregnancy, continuing
to be employed up to the date of
birth and the same minimum income
requirements as for SMP. You need
not be the biological father, but you
must expect to have responsibility for
the child’s upbringing.
SPP is equal to the lesser of 90%
of average earnings or £128.73 per
week.
Returning to work
You have the right to return to the
same job after paternity leave on
the same terms and conditions of
employment as if you had not been
absent; in case of redundancy, you
must be treated on the same terms as
other employees.
Child(ren) aged over 1 year
Flexible working hours
If you have at least 26 weeks’
continuous service and care for a child
aged under 17 then you have the right
to request flexible working hours; the
request may only be rejected in case
of a good business reason.
Parental leave (PL)
This may be available in respect
of a child aged under five (18 if
the child is disabled) if you have at
least one years’ service, (other legal
qualifications apply). PL is a maximum
of 13 weeks per parent per child
and can be taken up to each child’s
fifth birthday, subject to a maximum
of four weeks per year (unless the
employer agrees otherwise). PL is
unpaid, however, employers may
chose to offer benefits in excess of the
mandatory minimum.
You have the right to return to the
same job after parental leave on
the same terms and conditions of
employment as if you had not been
absent; in case of redundancy, you
must be treated on the same terms as
other employees.
Adoption
Many of the benefits that are available
to biological parents are also available
to adoptive parents, albeit with
slight variations to account for the
differences in the relationships (eg
placement date instead of birth date).
Armed with the above knowledge, I
do hope this improves your view and
helps prepare you for your journey into
this new world of Parenthood. Good
luck.
Newsletter Winter 21