The purpose of the maternity leave policy is to detail the eligibility of employees to receive occupational NHS maternity pay. 15.60 Paragraph 15.66 contains further information on statutory maternity entitlements. 15.10 Before going on leave, the employer and the employee should also discuss and agree any voluntary arrangements for keeping in touch during the employee’s maternity leave, including: i) any voluntary arrangements that may help her keep in touch with developments at work and, nearer the time of her return, to help facilitate her return to work. 15.17 Any such work must be by agreement and neither the employer nor the employee can insist upon it. This info does not constitute financial advice, always do your own research on top to ensure it's right for your specific circumstances and remember we focus on rates not service. If this is not possible, the employer must provide written, objectively justifiable reasons for this and the employee should return to the same pay band and work of a similar nature and status, to that which they held prior to their maternity absence. This info does not constitute financial advice, always do your own research on top to ensure it's right for your specific circumstances and remember we focus on rates not service. In cases where the employer considers that to enforce this provision would cause undue hardship or distress, the employer will have the discretion to waive their rights to recovery. 15.3 Paragraphs 15.56 to 15.60 give information about the position of staff who are not covered by this scheme because they do not have the necessary service or do not intend to return to NHS employment. 15.19 Working for part of any day will count as one KIT day. Your first main appointment is called your booking appointment. I got 8 weeks of full pay, 18 weeks of half pay plus statutory maternity pay for the 18 weeks then 13 weeks of just statutory maternity pay. Antenatal classes (parent education classes): The classes are a great opportunity for dads and partners to get involved too. 15.29 Where an employee’s baby is born before the 11th week before the expected week of childbirth and the employee has worked during the actual week of childbirth, maternity leave will start on the first day of the employee’s absence. Growth's measured using fundal height. Your midwife will tell you about antenatal classes at your antenatal appointments. 15.16 The work can be consecutive or not and can include training or other activities which enable the employee to keep in touch with the workplace. 15.3 Paragraphs 15.56 to 15.60 give information about the position of staff who are not covered by this scheme because they do not have the necessary service or do not intend to return to NHS employment. 15.47 During maternity leave (both paid and unpaid) an employee retains all of her contractual rights, except remuneration. This takes you up to about 9 months. However, this may be extended by local agreement in exceptional circumstances, for example, where employees have sick pre-term babies or multiple births. If you don't usually live in Scotland, you'll probably have to pay for NHS maternity care, although there are a few exceptions to this. All prescriptions and NHS dental treatment are free while you're pregnant and for 12 months after your baby's due date. Other Reclaiming: Mortgage Fees, Council Tax etc, Pensions, Annuities & Retirement Planning, Report Holiday Deals, Bargains & Special Offers, Martin's Blogs & Appearances & MoneySavingExpert in the News. 15.32 Where an employee’s baby is born dead after the 24th week of pregnancy, the employee will be entitled to the same amount of maternity leave and pay as if her baby was born alive. To qualify for NHS maternity in full you typically need to: Be employed directly by the NHS and not subject to the Doctors and Dentists Review Board Your average weekly earnings between the 16th and 24th week of pregnancy have been at least equal to the Lower Earnings Limit (£120 per week before tax) 15.14 An employee working full-time or part-time will be entitled to paid and unpaid maternity leave under the NHS occupational maternity pay scheme if: i) they have 12 months’ continuous service (see paragraphs 15.106 to 15.109) with one or more NHS employers at the beginning of the 11th week before the expected week of childbirth; 15.2 Paragraphs 15.7 to 15.55 of this Section set out the maternity leave and pay entitlements of NHS employees under the NHS contractual maternity leave scheme. 15.65 Employers have the discretion to count other previous NHS service or service with other employers. 15.20 Any employee who is breastfeeding must be risk assessed and facilities provided in accordance with paragraph 15.34. Always remember anyone can post on the MSE forums, so it can be very different from our opinion. The Health and Safety Executive Guidance recommends that employers provide: 15.55 Employers are reminded that they should consider requests for flexible working arrangements to support breastfeeding women at work. familiarise yourself with the latest version. Some women also have their birth plan in their notes. 15.11 To facilitate the process of keeping in touch, it is important that the employer and employee have early discussions to plan and make arrangements for keeping in touch days (KIT days) before the employee’s maternity leave takes place. 15.40 In the event of illness following the date the employee was due to return to work, normal sickness absence provisions will apply as necessary. vi) absence on maternity leave (paid or unpaid) as provided for under this agreement. 15.41 If an employee who has notified her employer of her intention to return to work for the same or a different NHS employer, in accordance with paragraph 15.7 (ii) (c), fails to do so within 15 months of the beginning of her maternity leave, she will be liable to refund the whole of her maternity pay, less any Statutory Maternity Pay, received. Editor, Marcus Herbert. This can help to prevent serious illness and can save lives. 15.5 Paragraph 15.66 explains how to get further information about employees’ statutory entitlements. Some of this care may be in hospital, but most will probably be at a midwife hub or at home. 15.28 Where an employee’s baby is born alive prematurely, the employee will be entitled to the same amount of maternity leave and pay as if her baby was born at full term. 15.61 For the purposes of calculating whether the employee meets the qualification set out in paragraph 15.7 (i) to have had 12 months of continuous service with one or more NHS employers, the following provisions shall apply: i) NHS employers include health authorities, NHS boards, NHS trusts and the Northern Ireland Health Service Version 17644 Download 298.97 KB File Size 1 File Count 11 December 2018 Create Date 24 April 2019 Last Updated Download. 15.59 All employees will have a right to take 52 weeks of maternity leave whether or not they return to NHS employment. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get informed and network with colleagues. iii) for the next 13 weeks, the employee will receive any Statutory Maternity Pay or maternity allowance that they are entitled to under the statutory scheme. The expectation is that an employee on maternity leave would progress through a KSF gateway (increment in England and Wales) on the due date, if concerns had not been raised about the ability to meet their KSF outline prior to maternity leave. 15.50 Where unused annual leave and public holidays exceed local provisions for carry over to the next leave year it may be beneficial to the employer and employee for the employee to take the unused annual leave and public holidays before and/or after the agreed (paid and unpaid) maternity leave period. If any health conditions are found, you and your baby can be treated early if it’s needed. 15.8 If the employee subsequently wants to change the date from which she wishes her leave to start, she should notify her employer at least 28 days beforehand (or, if this is not possible, as soon as is reasonably practicable beforehand).

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