Maternity leave in the uk is
Unfair treatment due to being pregnant or taking maternity leave An employee has the right not to be treated unfavourably because they are either pregnant or on maternity leave.
UK website, where you'll find the most up-to-date information about rights and benefits, including those for pregnant women and parents. If you plan to go back to work, start thinking in advance about who will look after your baby.
Pregnancy-related absence must not count towards any review points or trigger points an employer may have in its absence policy.
Maternity leave calculator
Further information. Maternity Allowance If a pregnant mother does not qualify for statutory or contractual maternity pay, they may be entitled to Maternity Allowance. And we need the support and influence of the private sector to make this happen. If a redundancy situation arises an employee on maternity leave must be consulted along with all other staff. There may be other circumstances in which an amount of maternity allowance can be claimed. You may also want to think about organising care in your own home, either on your own or sharing with other parents. Statutory Maternity Pay A weekly payment from your employer to help you take time off before and after your baby is born. Maternity leave - what you're entitled to and how to get it This advice applies to England Print You have a right to take up to a year of maternity leave. However, it is essential that: the pregnancy or maternity is not a reason for redundancy the redundancy is genuine redundancy procedures have been followed fairly redeployment has been considered.
If an employee takes maternity leave for more than six months, they still have the right to return to their old job - however, if it is not reasonably practicable to do so, they can be offered a similar job where terms and conditions must be as good.
You must have a valid exemption certificate to claim free prescriptions and dental care. Other financial help Sure Start Maternity Grant If you're on a low income and get certain benefits or tax credits, and there are no other children under 16 in your family, you could get this one-off payment.
Housing Benefit You might be eligible for help with all or part of your rent if you're on a low income. This pales in comparison to Sweden, where new fathers are offered No - this is classed as discrimination.
Additional maternity leave
After the first appointment, an employer may ask an employee to provide an appointment card or other documents that show an appointment has been made. You may meet other pregnant women you want to keep in touch with at antenatal classes , or you may get to know more people living close by. Unlike maternity leave, the man must have been working at the same company for at least 11 weeks before the baby was conceived, and stay with their employer while they take SPL. For more information, go to Employment Tribunals. UK has an online tool that can give you personalised guidance on paternity rights at work. The remainder of the week leave, 13 weeks of which is unpaid, can then be split among the parents as they choose. Free prescriptions and dental care All prescriptions and NHS dental treatment are free while you're pregnant and for 12 months after your baby's due date. Care in your own home doesn't need to be registered, but make sure your carer is experienced and trained to care for babies. For more information, go to our page on Time off for antenatal appointments. It is important to note that annual leave cannot be taken at the same time as maternity leave. Agency workers do not qualify for maternity leave, but they must still take at least two weeks off work after having a baby four weeks if working in a factory.
To understand what 'unfavourable treatment' means, see Pregnancy and maternity discrimination: key points for the workplace [kb]. UK has an online tool that can give you personalised guidance on paternity rights at work.
A list of the top 10 companies in the UK for maternity leave and shared parental leave was compiled earlier this year. However, it is essential that: the pregnancy or maternity is not a reason for redundancy the redundancy is genuine redundancy procedures have been followed fairly redeployment has been considered.
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