Q: How much maternity leave and pay are pregnant employees in UK entitled to?
A: Pregnant employees are entitled to 52 weeks of maternity leave in total (regardless of length of service). This is made up of 26 weeks “Ordinary Maternity Leave” and 26 weeks “Additional Maternity Leave”. Statutory Maternity Pay (SMP) is paid for up to 39 weeks: roughly the first 6 weeks at 90% of their average earnings, then 33 weeks at a flat rate (currently £172.48 per week, or 90% of earnings if lower). (Some employers offer enhanced maternity pay by policy or contract.)
gov.uk
Source: GOV.UK – Statutory Maternity Pay and Leave
Q: Do new fathers/partners get paternity leave in UK, and what is the pay?
A: Yes. Eligible fathers or partners can take 1 or 2 weeks of Statutory Paternity Leave (taken in one block) within 8 weeks of the birth or adoption. Statutory Paternity Pay is paid at a flat rate – currently £172.48 per week (2024/25 rate) or 90% of the employee’s average weekly earnings if that’s lower. To qualify, the employee needs 26 weeks’ service by the 15th week before the baby’s due date (or matching date for adoption).
gov.ukgov.uk
Source: GOV.UK – Statutory Paternity Leave and Pay
Q: Can parents share leave after the birth in UK (Shared Parental Leave)?
A: Yes. Eligible parents can use Shared Parental Leave (SPL) to share up to 50 weeks of leave (and up to 37 weeks of pay) between them in the baby’s first year. This comes out of the mother’s 52-week maternity entitlement – the mother must take at least 2 weeks’ recovery leave, and the remaining time can be converted to SPL. Parents can take leave together or separately, in one block or in chunks, as long as they don’t exceed the total shareable amount. Statutory Shared Parental Pay is the same rate as SMP (£172.48/week currently).
gov.ukgov.uk
Source: GOV.UK – Shared Parental Leave and Pay (overview)
Q: What are adoptive parents entitled to in terms of leave and pay in UK?
A: One adoptive parent can take up to 52 weeks of adoption leave (similar to maternity leave). Statutory Adoption Pay is paid for 39 weeks, it mirrors maternity pay (first 6 weeks at 90% of average earnings, then £172.48 per week or 90% of earnings if lower). The other parent (if also employed) may qualify for 2 weeks’ paternity leave and pay. Adoptive parents can also opt into Shared Parental Leave, similar to birth parents, to share the time off.
gov.ukgov.uk
Source: GOV.UK – Statutory Adoption Leave and Pay
Q: How does unpaid parental leave work?
A: Parental Leave is a right for parents to take unpaid time off to care for a child. Each parent can take up to 18 weeks per child (for children under 18). It must be taken in blocks of at least one week (unless the child is disabled) and usually no more than 4 weeks per year per child can be taken. To qualify, the employee needs at least 1 year’s continuous service. Employers can ask for notice and can postpone the leave for business reasons (except right after birth or adoption). Parental leave is job-protected but unpaid.
gov.ukgov.uk
Source: GOV.UK – Unpaid Parental Leave (entitlement)
Q: Is there a right to time off if an employee’s child or family member is ill or there’s an emergency in UK?
A: Yes. Employees have the right to take a “reasonable” amount of unpaid time off for emergencies involving their dependants (for example, a child falling ill or a sudden breakdown in care arrangements). There’s no fixed limit on occasions or duration – it just must be reasonable for the situation (typically a day or two to deal with the urgent issue). This right (time off for dependants) is to handle unforeseen emergencies and is usually unpaid (unless your workplace offers paid compassionate leave).
acas.org.ukacas.org.uk
Source: Acas – Time off for dependants (emergency leave)
Q: Do employees in UK have a right to request flexible working?
A: Yes, all employees have the legal right to request flexible working. As of April 2024, this right applies from day one of employment (no 26-week service requirement). An employee can ask to change working hours, days or location, and the employer must consider the request in a reasonable manner. You should only refuse a flexible working request for a valid business reason (such as inability to reorganise work or a serious effect on performance) and respond with a decision (including any appeal) within 2 months
acas.org.uk.
Source: Acas – Statutory flexible working requests (employer duties)
Q: What is Parental Bereavement Leave and Pay in UK?
A: Parental Bereavement Leave is a right to take time off if you lose a child (under 18) or suffer a stillbirth (after 24 weeks of pregnancy). Employees can take 2 weeks of bereavement leave, which can be taken in one block or as two separate weeks, within 56 weeks of the child’s death. Statutory Parental Bereavement Pay is paid at the statutory rate (currently £172.48 per week or 90% of average earnings if lower) for those who meet the eligibility criteria (26 weeks’ service and earnings over the threshold)
gov.ukgov.uk.
Source: GOV.UK – Parental Bereavement Leave and Pay (statutory rates)
Q: Are there special work hour restrictions or rights for young workers (16-17-year-olds)?
A: Yes. Young workers aged 16–17 are not allowed to work more than 8 hours a day or 40 hours a week, and unlike adults, they cannot opt out of this limit. They generally must not work at night (between 10pm–6am, or 11pm–7am in some jobs) except in certain approved circumstances. Also, under 18s get longer rest breaks: at least 30 minutes if working over 4½ hours at a stretch, 12 hours minimum rest between each working day, and 2 days off in each week. These protections are to safeguard young people’s health and education.
acas.org.ukacas.org.uk
Source: HSE – Working hours limits for under 18s
Q: Can an expectant father or partner take time off work for antenatal appointments?
A: Yes. The baby’s father (or the pregnant employee’s spouse or partner) has a right to take time off to attend 2 antenatal appointments with the mother. This time off is unpaid by law (unless your company offers pay for it) and is capped at up to 6.5 hours per appointment. The partner must be an employee and is usually expected to give their employer advance notice of the appointment. This right is intended to allow fathers/partners to support the mother during pregnancy.
acas.org.ukatkinsdellow.com
Source: Maternity Action – Partners’ right to time off for antenatal care
