Nanny employment contract uk
Maternity Leave - Female employees have the following rights in accordance with current employment legislation:
· Time
off work for antenatal care.
· Statutory
Maternity Pay.
· Statutory
Maternity Leave.
· The
right to return to work.
· Flexible
Parental Leave.
· Protection against unfair treatment, discrimination or dismissal.
Paternity Leave – fathers have the following rights in accordance with the regulations in effect from April 2015
·
One or
Two weeks’ paid Statutory Paternity Leave.
·
Additional
Paternity Leave.
·
Shared
parental leave.
· Time off to accompany partner (or surrogate mother) to 2 antenatal appointments.
Parental
Leave - In accordance with current employment
legislation, if an employee has completed one year
A request should be made to an employer giving 21 days’ notice of the start date of the parental leave, the employer may ask for this to be in writing. As long as the employee qualifies for parental leave and gives the employer the correct notice the employee should be able to take parental leave at any time.
To take parental leave straight after the birth or adoption of a child, an employee should give notice 21 days before the beginning of the expected week of childbirth or placement. In cases where this may not be possible they should give notice to the employer as soon as possible. For example, if a child is born prematurely or where less than 21 days’ notice is given that a child is to be placed with you for adoption.
Parental leave should be taken in blocks of a week or multiples of a week, and should not be taken as "odd" days off. Employees cannot take off more than four week during a year. A week is based on an employees working pattern.
An employee will remain employed while on parental leave and some terms of your contract, such as contractual notice and redundancy terms, still apply. An employee’s employment rights are still protected during parental leave.
