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MATERNITY & PARENTAL LEAVE

Supporting employees through maternity and parental leave is not just a legal requirement—it’s key to fostering a positive workplace culture and retaining valued staff. As an employer, understanding your obligations under UK employment law ensures compliance and helps you manage leave requests fairly and consistently.

Eligible employees are entitled to up to 52 weeks of maternity leave, regardless of their length of service. The first 26 weeks are classified as Ordinary Maternity Leave (OML), and the remaining 26 weeks as Additional Maternity Leave (AML). While employees are not required to take the full duration, they must take at least two weeks off after childbirth (or four weeks if working in a factory).

Employees who meet the qualifying criteria are also entitled to Statutory Maternity Pay (SMP) for up to 39 weeks.

Employers must keep the employee’s job open during maternity leave and allow them to return to the same or a similar role under the same conditions.

Paternity Leave Eligible employees can take up to two weeks’ paternity leave, either in a single block or two separate weeks, within 56 days of birth or adoption placement. Statutory Paternity Pay (SPP) is paid.

Shared Parental Leave (SPL) & Pay

Parents may choose to share up to 50 weeks of leave and 37 weeks of pay, allowing greater flexibility. This must be agreed upon with the employer, and employees must provide at least eight weeks’ notice before any period of SPL.

Parental Leave

Separate from SPL, unpaid parental leave allows eligible employees to take up to 18 weeks per child (capped at 4 weeks per year) before the child turns 18. This provides flexibility for parents to manage childcare needs.

Key Employer Responsibilities
  • Provide clear policies on maternity and parental leave
  • Ensure fair treatment and protection from discrimination
  • Maintain communication with employees before, during, and after leave
  • Allow eligible employees to return to the same or equivalent role
  • Keep employee benefits (e.g., pension contributions) active during paid leave

Failing to follow legal obligations can result in employment tribunal claims and reputational damage. If you’re unsure about your responsibilities, seeking professional advice can help ensure compliance and best practice.

Please contact The Pinnacle Partnership should you need guidance and specific advice on these or any employment legal related issues on 0330 323 0435 or by email – info@pinnaclepartnership.co.uk