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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Flexible Parental Leave Policy

1. Purpose

The purpose of this policy is to provide clear guidance on the Flexible Parental Leave entitlements for employees of {{org_field_name}}, ensuring compliance with the latest Care Inspectorate Scotland regulations, UK employment law, and best practices in the social care sector. The policy aims to support employees in balancing their work and family responsibilities while maintaining high standards of care for the people we support. {{org_field_name}} recognises that parental responsibilities are diverse and that employees may require flexibility in how they take parental leave. This policy ensures that all employees are treated fairly and consistently and that requests for parental leave are managed efficiently to minimise disruption to service delivery.

2. Scope

This policy applies to all permanent, temporary, and fixed-term employees of {{org_field_name}} who meet the eligibility criteria for parental leave under UK employment law. It covers maternity, paternity, adoption, shared parental leave, and unpaid parental leave. The policy applies equally to all genders and family structures, recognising the rights of biological, adoptive, and same-sex parents. Employees who require flexible parental leave will be supported in accordance with operational needs while ensuring continuity of care for the people we support.

3. Related Policies

This policy should be read alongside:

• Maternity and Paternity Leave Policy, which outlines statutory entitlements and additional benefits provided by {{org_field_name}}
• Flexible Working Policy, which allows employees to request adjusted work schedules to accommodate parental responsibilities
• Annual Leave and Special Leave Policy, covering additional time off that may be combined with parental leave
• Equality, Diversity, and Inclusion Policy, ensuring fair treatment of all employees, including those with parental responsibilities
• Staff Supervision and Support Policy, ensuring ongoing communication and well-being support for employees on parental leave

4. Legal and Regulatory Requirements

This policy aligns with:

• The Employment Rights Act 1996, which establishes statutory leave entitlements
• The Maternity and Parental Leave Regulations 1999, providing parental leave rights
• The Shared Parental Leave Regulations 2014, allowing eligible parents to share time off work
• The Care Inspectorate Scotland Guidelines, ensuring that leave entitlements do not compromise care quality
• The Work and Families Act 2006, supporting employees in balancing work and family life

All employees have a legal right to take unpaid parental leave, and {{org_field_name}} is committed to providing additional flexibility where possible to meet the needs of employees while ensuring service continuity.

5. Types of Parental Leave

5.1 Maternity Leave

Employees who are pregnant are entitled to up to 52 weeks of maternity leave, consisting of:

• 26 weeks of Ordinary Maternity Leave (OML)
• 26 weeks of Additional Maternity Leave (AML)

To qualify, employees must:

• Inform their line manager at least 15 weeks before their due date
• Provide a MATB1 form from their midwife or doctor
• Confirm their intended start and return date

Statutory Maternity Pay (SMP) is available for up to 39 weeks, with the first 6 weeks at 90% of average earnings and the remaining 33 weeks at the statutory rate. Employees may request early return or an extension of unpaid leave, subject to service needs.

5.2 Paternity Leave

Employees whose partner has given birth or who are adopting a child are entitled to up to 2 weeks of paid paternity leave, provided they:

• Have worked at {{org_field_name}} for at least 26 weeks before the 15th week before the baby’s due date
• Take their leave within 56 days of the child’s birth or placement for adoption

Employees may split their leave into separate weeks for greater flexibility.

5.3 Shared Parental Leave (SPL)

Eligible parents may share up to 50 weeks of leave and 37 weeks of pay, allowing both parents to take leave at the same time or separately. Employees must:

• Submit a formal request at least 8 weeks before the intended leave start date
• Provide a statutory declaration confirming their partner’s eligibility
• Discuss arrangements with their line manager to ensure service continuity

5.4 Adoption Leave

Employees who adopt a child are entitled to the same 52-week leave and 39-week statutory pay entitlements as maternity leave. This applies to:

• Single adopters
• One partner in a couple (the other partner may take paternity leave or SPL)
• Foster carers transitioning to adoption

Employees must notify {{org_field_name}} within 7 days of being matched with a child and provide an adoption placement certificate.

5.5 Unpaid Parental Leave

Employees who have worked for {{org_field_name}} for at least one year are entitled to up to 18 weeks of unpaid parental leave per child, to be taken:

• In blocks of one week (unless the child has a disability, in which case days can be taken individually)
• Up to the child’s 18th birthday
• With a maximum of 4 weeks per year per child

Requests for unpaid leave must be submitted at least 21 days in advance and will be accommodated where operationally possible.

6. Managing Flexible Parental Leave Efficiently

6.1 Notification and Approval Process

Employees must notify their line manager and HR in writing, specifying:

• The type of leave requested
• The start and end dates
• Any requests for flexibility or changes to standard entitlements

HR will provide confirmation within 7 working days, outlining:

• Pay entitlements
• Return-to-work expectations
• Additional support available

For SPL, a meeting with HR and the employee’s line manager will be arranged to discuss the impact on service delivery and any necessary adjustments.

6.2 Cover Arrangements

To ensure continuity of care, managers will:

• Plan staff cover in advance through reallocation of shifts or temporary recruitment
• Consider flexible shift patterns for employees reducing hours after parental leave
• Maintain effective communication with the team to ensure workload distribution

6.3 Keeping in Touch (KIT) Days

Employees on parental leave may take up to 10 paid KIT days to:

• Attend training sessions or staff meetings
• Stay updated on service changes
• Gradually transition back into work

Employees taking SPL may use up to 20 Shared Parental Leave In Touch (SPLIT) days. These days are optional and must be agreed upon with management.

6.4 Returning to Work

Employees returning from parental leave are entitled to:

• Return to their original role (or an equivalent role if returning after AML)
• Request flexible working arrangements under the Flexible Working Policy
• Receive refresher training if required

Line managers will conduct a return-to-work meeting to discuss support needs, workload adjustments, and any requested accommodations.

7. Supporting Parents in the Workplace

7.1 Breastfeeding and Expressing Facilities

{{org_field_name}} provides private, hygienic spaces for breastfeeding or expressing milk, ensuring:

• Access to secure storage for expressed milk
• Reasonable breaks for breastfeeding mothers
• Compliance with The Workplace (Health, Safety, and Welfare) Regulations 1992

7.2 Employee Well-Being

Parental leave can be emotionally and physically demanding. {{org_field_name}} provides:

• Employee Assistance Programmes (EAP) offering confidential support
• Regular well-being check-ins before and after leave
• Flexible transition periods for employees returning to work

8. Compliance & Policy Review

This policy is reviewed annually to ensure compliance with employment law, Care Inspectorate Scotland regulations, and industry best practices. Changes will be communicated to all employees and incorporated into training programmes.

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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}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.