Eligible employees can take unpaid parental leave to look after their child's welfare. You are entitled to 18 weeks leave for each child and adopted child, up to their 18th birthday. Parental leave applies to each child, not to a job (for example, if you've used 10 weeks with a previous employer, you can use up to 8 weeks with us if you are eligible).
The limit on how much parental leave each parent can take in a year is 4 weeks for each child (unless the company agrees otherwise). You must take parental leave as whole weeks (1 or 2 weeks) rather than individual days, unless your employer agrees otherwise, or if your child is disabled. You do not have to take all the leave at once.
For example, this could include to;
deal with the dependent being ill or injured
spend more time with your children
settle children into new childcare arrangements
Although you are not entitled to payment for this time off, the Company may consider payment at its absolute discretion. Your employment rights (for example, holidays and returning to a job) are protected during parental leave.
Eligibility
You can qualify for parental leave if you;
have been with the company for more than a year
are named on the child’s birth or certificate or have or expect to have parental responsibility
are not self-employed or a ‘worker’ (e.g. an agency worker or contractor)
are not a foster parent (unless they’ve secured parental responsibility through the courts)
the child is under 18
We may ask for proof (for example, a birth certificate).
Notice requirements
You must give 21 days’ notice before the intended start date. If you are your partner are having a baby or adopting, it’s 21 days before the week the baby or child is expected.
You must confirm the start and end dates in writing.
Postponement of parental leave
The company is entitled to reasonably postpone parental leave where the operation of the company’s business would be unduly disrupted and therefore where the needs of the business or quality of service make this necessary. The company will give written notice of the reasons for postponement and specify the new leave dates within 7 (seven) days of the employee’s original notice. The company cannot postpone leave if;
we don't have a significant reason
it's being taken by the father or partner immediately after the birth or of a child
it means you would no longer qualify for parental leave (for example, postponing it until after the child's 18th birthday)
Falsification of leave
If you try to claim parental leave to which you are not entitled this will be treated as a serious disciplinary offence for which the employee will be liable to disciplinary action under the company’s disciplinary procedure.
