Neonatal Care Leave and Pay: A Quick Guide for UK Employers

As an employer in the UK, understanding your responsibilities around neonatal care leave and pay is essential, especially when supporting employees welcoming a newborn with special medical needs. This guide offers a clear overview of the key points small and medium-sized businesses should know to stay compliant and support their team effectively.

What is Neonatal Care Leave?

Neonatal care leave is a new statutory entitlement introduced to help parents spend vital time caring for newborn babies who require hospital treatment immediately after birth. It allows eligible employees to take paid time off work to support their child’s early medical care without worrying about job security.

Who is Eligible?

  • Parents (including birth parents, adoptive parents, and legal guardians) of babies born prematurely or needing neonatal intensive care.

  • Employees must have at least 26 weeks of continuous service by the week before the baby’s birth or placement.

Duration of Neonatal Care Leave

Eligible employees can take up to 12 weeks of neonatal care leave. This leave can be taken flexibly over the first year after the baby’s birth or adoption.

Neonatal Care Pay (Neonatal Leave Pay)

Employees on neonatal care leave are entitled to statutory neonatal leave pay at the rate of 90% of their average weekly earnings, which is usually higher than statutory maternity or paternity pay.

Employer Responsibilities

As an employer, your responsibilities include:

  • Providing eligible employees with up to 12 weeks of neonatal care leave.

  • Paying statutory neonatal leave pay at 90% of average weekly earnings.

  • Ensuring employees returning from neonatal care leave have the right to return to the same or a suitable role.

  • Keeping clear records of neonatal care leave and pay.

  • Complying with anti-discrimination and employment law protections related to parental leave.

Practical Tips for Employers

  • Update your HR policies and employee handbooks to include neonatal care leave and pay.

  • Communicate clearly with employees about their rights and the process to request leave.

  • Liaise with your payroll provider or service to ensure correct payments.

  • Seek HR or legal advice if you’re unsure about compliance or handling sensitive situations.

Supporting Your Employees

Offering neonatal care leave and pay not only meets your legal obligations but also demonstrates your commitment to employee wellbeing and family-friendly workplace practices. This can improve retention, engagement, and your business’s reputation.

Need Help?

Navigating neonatal care leave and pay can be complex, especially for small and medium-sized businesses without a dedicated HR team. Home of HR specialises in providing practical, compliant HR advice and support tailored to UK employers.

Contact us today to ensure your business is ready to support employees during this important time.

Alice Hosker