New Businesses Understanding Maternity Leave

Maternity leave can be a contentious issue for employers, but with effective communication in place, operations can avoid significant disruption. In order for expectant mothers to be granted statutory maternity leave, they must have an employment contract and give you the right amount of notice. When it comes to statutory maternity pay, employees need to provide you with proof that they are pregnant and must have worked for your company continuously for 26 weeks or more up to the 15^th week before the baby is expected. They also must be on your payroll and earn at least £111 per week during a ‘relevant period’ of eight weeks. Leading employment lawyers in Kent and London can help you to stay within the law.

Preparing for Maternity Leave

There are tools online which can help you to calculate all the relevant dates and their maternity pay. The proof of pregnancy usually comes in the form of a letter from the employee’s doctor or a MATB1 certificate. This certificate is issued by the doctor around five months from the baby’s due date. If proof of the due date has not been provided 13 weeks after the statutory maternity pay start date, you are not eligible to pay SMP, though most employers expect to be given proof within three weeks. All records of the proof of pregnancy need to be kept.

Better Communication

Employees can choose when to start their maternity leave as long as this date is no longer than 11 weeks before the baby is due. Leave starts automatically if employees take time off work due to pregnancy-related issues in the last four weeks of the pregnancy. The employee needs to request that maternity leave be granted “by the end of the 15^th week” before the baby is due. They need to tell you when they want the leave to start. Once the notice is given, you have 28 days to tell you the date when you expect them back at work. If you need any advice on maternity leave, employment and trustworthy family law solicitors London are always available.

Maternity Leave and Allowance

Maternity leave usually lasts for a year. For the first 26 weeks, qualifying staff are entitled to the same work rights as they usually would be, but only receive normal pay if this is stated in the contract. In lieu of normal pay, SMP or Maternity Allowance is usually paid to them. The employees remain entitled to any pay increases and are permitted to build up holiday leave. Additional Maternity Leave – another 26 weeks of leave – can be granted as long it occurs straight after OML. The worker’s contract and eligibility for SMP decides whether they are entitled to pay during this period.

Keeping in Touch

Workers on maternity are expected to inform you of any relevant issues whilst they are away. In return, you need to tell them about any news which may be of interest to them, such as new vacancies. Staff can to spend up to ten ‘Keeping in Touch’ days at work during their leave, without pay being affected though you are not obliged to offer them and they do not need to work them. Employment lawyers and solicitors in Kent and London can be contacted in the event of any disputes that may arise regarding your maternity leave and family law disputes London.