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Registration Number: {{org_field_registration_no}}

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Maternity Leave Policy

1. Purpose and Commitment

The purpose of this policy is to outline how {{org_field_name}} supports employees before, during, and after maternity leave, ensuring they receive their legal entitlements, workplace support, and a smooth transition back to work. We are committed to fostering an inclusive and supportive environment where employees feel valued, respected, and empowered throughout their pregnancy and maternity journey.

Our commitment aligns with the Employment Rights Act 1996, the Equality Act 2010, the Maternity and Parental Leave Regulations 1999, and the Health and Safety at Work Act 1974. We aim to provide clarity, consistency, and compassion in managing maternity leave while balancing the operational needs of the organisation.

2. Scope

This policy applies to all employees, including full-time, part-time, and fixed-term staff. It covers:

• Notification of pregnancy.
• Health and safety considerations.
• Maternity leave entitlements.
• Maternity pay eligibility.
• Returning to work after maternity leave.
• Support during and after pregnancy.

The policy applies across all domiciliary care settings, ensuring consistent implementation.

3. Policy Statement

{{org_field_name}} is committed to:

• Supporting pregnant employees with their health and well-being.
• Ensuring employees understand their rights and entitlements.
• Promoting a family-friendly workplace.
• Addressing any concerns related to maternity leave without discrimination.

We believe a supportive approach promotes employee retention, job satisfaction, and overall well-being.

4. Notification of Pregnancy

4.1 Employee Responsibilities Employees should notify their line manager of their pregnancy by the 15th week before the expected week of childbirth (EWC). This allows adequate time to arrange risk assessments, plan for maternity leave, and discuss entitlements.

4.2 Employer Responsibilities Upon notification, the employer will:

• Arrange a confidential meeting to discuss maternity leave entitlements and health considerations.
• Conduct a workplace risk assessment.
• Provide written confirmation of maternity leave dates and pay entitlements.

5. Health and Safety Considerations

5.1 Workplace Risk Assessment A risk assessment will be conducted promptly to identify potential hazards for pregnant employees. This includes assessing:

• Physical demands of the job.
• Exposure to harmful substances.
• Stress, fatigue, and mental well-being.

5.2 Adjustments and Alternative Work Where risks are identified, we will:

• Adjust work duties or provide alternative tasks.
• Offer flexible working hours if required.
• Allow additional breaks to promote well-being.

If adjustments are not feasible, the employee may be offered paid suspension on medical grounds.

6. Maternity Leave Entitlement

6.1 Ordinary Maternity Leave (OML) All employees, regardless of length of service, are entitled to 26 weeks of Ordinary Maternity Leave.

6.2 Additional Maternity Leave (AML) Following OML, employees can take an additional 26 weeks, totaling 52 weeks of maternity leave.

6.3 Compulsory Maternity Leave Employees must take at least two weeks of leave after childbirth (four weeks for factory work).

6.4 Start and End Dates Maternity leave can begin up to 11 weeks before the expected week of childbirth and must be confirmed in writing by the employer.

7. Maternity Pay Eligibility

7.1 Statutory Maternity Pay (SMP) Employees are eligible for SMP if they:

• Have been employed for at least 26 weeks by the 15th week before the EWC.
• Earn at least the lower earnings limit.

SMP is paid as follows:

• 90% of average weekly earnings for the first six weeks.
• £172.48 per week (or 90% of earnings, whichever is lower) for the following 33 weeks.

7.2 Maternity Allowance Employees not eligible for SMP may claim Maternity Allowance from the government.

7.3 Company Maternity Pay If offered, company maternity pay supplements SMP and is outlined in individual contracts.

8. Antenatal Appointments

8.1 Paid Time Off Pregnant employees are entitled to paid time off for antenatal appointments, including:

• Medical check-ups.
• Midwife and GP appointments.
• Parenting classes if recommended by a healthcare professional.

8.2 Partner Entitlement Partners are entitled to unpaid time off for up to two antenatal appointments.

9. Keeping in Touch (KIT) Days

9.1 Purpose of KIT Days Employees can work up to 10 Keeping in Touch (KIT) days during maternity leave without affecting SMP. These days can be used for:

• Training and professional development.
• Team meetings and updates.
• Phased return-to-work arrangements.

9.2 Payment for KIT Days KIT days are paid at the employee’s normal daily rate and must be agreed in advance with the line manager.

10. Returning to Work After Maternity Leave

10.1 Right to Return Employees have the right to return to their original role after Ordinary Maternity Leave. After Additional Maternity Leave, they may return to a similar role if the original role is no longer available.

10.2 Flexible Working Requests Employees can request flexible working arrangements, such as:

• Part-time hours.
• Remote working.
• Job sharing.

Requests will be considered in line with operational needs and the Flexible Working Policy.

10.3 Phased Return A phased return-to-work plan can be arranged, allowing the employee to gradually increase working hours.

11. Support During and After Pregnancy

11.1 Mental Health Support We recognise the emotional challenges associated with pregnancy and parenthood. Support includes:

• Access to Employee Assistance Programmes (EAP).
• Mental health first aiders within the workplace.
• Regular check-ins with line managers.

11.2 Breastfeeding and Expressing Milk We provide a private, hygienic space for breastfeeding or expressing milk. Reasonable breaks for these activities are accommodated.

11.3 Miscarriage, Stillbirth, and Neonatal Loss Employees experiencing miscarriage, stillbirth, or neonatal loss receive compassionate support, including:

• Paid leave for recovery.
• Access to counselling services.
• Flexible return-to-work arrangements.

12. Redundancy Protection

12.1 Protection During Maternity Leave Employees on maternity leave are protected from unfair dismissal. If redundancy occurs, employees on maternity leave are given priority for suitable alternative roles.

12.2 Consultation and Support If redundancy is unavoidable, the employer will:

• Engage in meaningful consultation.
• Explore redeployment opportunities.
• Provide outplacement support.

13. Confidentiality and Data Protection

13.1 Confidentiality of Health Information All pregnancy and maternity-related information is treated confidentially and shared only with relevant personnel.

13.2 Data Protection We comply with the General Data Protection Regulation (GDPR) when processing maternity-related data, ensuring secure storage and restricted access.

14. Addressing Discrimination and Harassment

14.1 Zero-Tolerance Approach We adopt a zero-tolerance approach to discrimination, harassment, or victimisation related to pregnancy or maternity. This includes:

• Unfair treatment.
• Exclusion from opportunities.
• Inappropriate comments or behaviours.

14.2 Reporting and Investigation Employees can report concerns through:

• Line managers or HR representatives.
• Anonymous reporting channels.
• Formal grievance procedures.

All reports are investigated promptly, and appropriate action is taken.

15. Monitoring and Continuous Improvement

15.1 Regular Reviews We regularly review maternity leave policies and practices to identify areas for improvement. This includes:

• Gathering employee feedback.
• Monitoring return-to-work success rates.
• Reviewing absence and retention data.

15.2 Continuous Improvement Insights from reviews inform policy updates, staff training, and the enhancement of support structures.

16. Compliance and Policy Review

16.1 Legal Compliance This policy complies with:

• Employment Rights Act 1996.
• Equality Act 2010.
• Maternity and Parental Leave Regulations 1999.
• Health and Safety at Work Act 1974.

16.2 Policy Review The policy is reviewed annually or following significant legislative changes. Updates are communicated to all staff.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
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