New Neonatal Care Leave and Pay Policy: What Business Owners Need to Know
With a few weeks to go until the introduction of neonatal care leave and pay on 6 April 2025, business owners need to be aware of some key changes. The Government has also made important amendments to the Employment Rights Bill, including new powers for tribunals and reforms to Statutory Sick Pay. In this blog, we’ll break down the key details of neonatal care leave and pay and what it means for your business.
Government tables amendments to Employment Rights Bill
The Government has put forward a significant number of amendments to the Employment Rights Bill, including new powers for the Government to bring tribunal proceedings on behalf of workers and reform of Statutory Sick Pay.
Government backs proposal to extend parental bereavement leave to miscarriage
The Government has confirmed that it supports a proposal to extend paid parental bereavement leave to cover those experiencing a miscarriage before the 24th week of pregnancy.
Key things you need to know about neonatal care leave and pay:
- Statutory neonatal care leave is a day-one right for employees who have responsibility for a newborn receiving neonatal care.
- In order to qualify for the leave, neonatal care must last for at least seven consecutive days, starting before the end of the 28 days beginning with the day after the child’s birth. Their birth must be on or after 6 April 2025.
- Neonatal care is described as any medical care received in a hospital, palliative or end of life care and, under certain circumstances, care received outside of hospital.
- Employees with parental or other prescribed responsibility for the child are entitled to take one week of leave for each consecutive seven days the child receives neonatal care.
- A maximum of 12 weeks’ leave is available to be taken before the end of 68 weeks beginning with the child’s date of birth and employees will be required to give notice of their intention to take leave.
- Neonatal care leave is in addition to other statutory family leave entitlements, meaning employees can add any accrued neonatal care leave on to the end of any other entitlement they are taking.
- Subject to further eligibility criteria, employees taking neonatal care leave may also be entitled to receive up to 12 weeks of Statutory Neonatal Care Pay.
- Statutory Neonatal Care Pay is paid at the same rate as other family leave payments such as maternity or paternity pay, which from 6 April 2025 will be £187.18 per week.
To ensure you’re fully prepared for the upcoming changes to neonatal care leave and pay, it’s important to review your current policies and communicate with your team. If you have any questions or need guidance on how to implement these changes, don’t hesitate to get in touch with us.
We have attached a policy template that you can tweak and then communicate across your business.
For any other queries, we’re here to help! Contact us today at:
naomi.cane@spectrumhr-solutions.co.uk
caroline.gillespie@spectrumhr-solutions.co.uk
