Life outside of work is important too. Your family, no matter what shape or form, matters.
Words do matter, so to be clear: maternity refers to the person who is pregnant with a child, and paternity leave refers to the parent who is not. Where this doesn't apply, we will refer to a primary and secondary parent.
In the UK, all workers are entitled to the following statutory rights.
Maternity Leave
Paternity Leave
Adoption, Foster-to-Adopt & Surrogacy Leave
Shared Parental Leave
Parental Leave
Miscarriage & Termination
Flexible Working
All employees, regardless of how long you have worked at Wonderkid Pubs, are entitled to maternity leave in the UK. You can take up to 52 weeks of leave. You must tell us you're pregnant at least 15 weeks before your baby's due date (in simple terms, around your 20-week scan and up to 25 weeks of pregnancy if your due date is full-term). Maternity pay can be complex and depends on many factors; we will detail your maternity pay to you once you have told us about your pregnancy. Some further details to be aware of:
Your detailed rights and pay options can be viewed on GOV.UK
We will carry out a risk assessment and make appropriate adjustments; your manager will do this after you tell us about your pregnancy
You are entitled to paid time off (if it's a scheduled working day) and/or scheduled time off for antenatal appointments
You can start your leave from 11 weeks before your due date
You must give us your MATB1 form; you get this after your 20-week scan at your antenatal appointment
You must take a minimum of 2 weeks off after giving birth
You are entitled to your original job (if you return within 26 weeks) or a suitable alternative after 52 weeks if the original job is no longer available
You will continue to build up holiday while you are off, and this can be used before going on maternity leave and/or before returning
You can take 10 Keeping In Touch (KIT) days during your leave. These are paid and designed to support you in staying engaged with work, but they are totally optional
Support: Emma's Diary, a charity for those who are pregnant or a primary parent.
Any partner of a primary parent can take paternity leave. You need to have worked for Wonderkid Pubs for 6 months*. You are entitled to 2 weeks off, taken together or as separate weeks, during the first 6 months of the child's life. Some further details to be aware of:
Your detailed rights and pay options can be viewed on GOV.UK
You can take the leave once the baby has been born; you can use holiday before or after your paternity leave to take the time off you want with your new baby
Fathers and partners have the right to unpaid time off to attend up to two antenatal appointments with their partner
*6 months = 26 weeks by the end of the 15th week before the baby is due (week 25 if expecting to go to full-term).
Bonding with your new child is key for all parents. Soon-to-be parents via adoption or surrogacy are entitled to statutory leave and pay. You need to have worked for Wonderkid Pubs for 6 months*. The primary parent can take 52 weeks' leave. Some further details to be aware of:
Your detailed rights and pay options can be viewed on GOV.UK: adoption information and surrogacy information
Let us know as soon as you can once you have been told of a placement date for the child or a surrogacy due date
Partners (secondary parents) can take paternity leave (see above) or shared parental leave (see below). This applies to adoption, foster-to-adopt and surrogacy parents
Primary parents can have paid time off for up to 5 adoption or antenatal appointments. Secondary parents can have unpaid time off for up to 2 adoption or antenatal appointments
You are entitled to your original job (if you return within 26 weeks) or a suitable alternative after 52 weeks if the original job is no longer available
You will be asked to provide documentation, such as a Parental Order, Adoption Match Certificate or something similar
*6 months = 26 weeks by the end of the 15th week before the baby is due (week 25 if expecting to go to full-term).
Support: Emma's Diary, a charity for those who are pregnant or a primary parent.
Parents can opt for shared leave and decide to split 50 weeks of leave between them. It must be taken in blocks of at least 1 week. You must be eligible for maternity, paternity or adoption leave to qualify for Shared Parental Leave. This leave allows parents to share the main responsibilities of caring for the child. Some further details to be aware of:
Your detailed rights and pay options can be viewed on GOV.UK
Parents can take leave at the same time or separately
You are entitled to your original job (if you return within 26 weeks) or a suitable alternative after 52 weeks if the original job is no longer available
The primary parent needs to give 8 weeks' written notice that they are opting for Shared Parental Leave
Parents need to give 8 weeks' written notice for each block of leave. You can submit a maximum of 3 notices to book or change the leave
This leave is for primary and secondary parents who take on responsibility for caring for their child. You can take 4 weeks of unpaid leave per year for each child.
You're entitled to 18 weeks' leave for each child up to their 18th birthday
You must book the leave in 1-week blocks
You need to give 21 days' notice of your leave
The leave can be postponed for up to 6 months if there is a significant business reason
This leave is yours as a parent regardless of employer, so it can be carried over or taken any time
There can be difficult moments and decisions. You may be facing decisions about an unplanned pregnancy and/or about what to do now that a pregnancy has not been viable and a miscarriage has occurred. If you are facing one of these situations, we will support you with time off, either paid or unpaid. Discuss your specific situation with your line manager, in a way that feels comfortable for you. Some resources available:
Miscarriage: GOV.UK baby loss certificate
Termination of a pregnancy: NHS support
There are many ways to have a balanced work and life that promotes flexibility. The majority of our jobs at Wonderkid Pubs are shift-based, meaning many flexibility requests can be managed on a monthly basis with your manager. Sometimes, though, you may want a formal arrangement that permanently changes your schedule.
In these situations, you can make a written request to hello@fellowsnottingham.com stating that you wish to make a formal flexible working request. Simply outline in the email what you are requesting, why, and how you think it can work. Here is how the process will work after you make a request:
Your manager and/or their manager will meet with you to discuss your request
You will be given a written outcome either accepting or denying your request. If it's denied, we will give you specifics on why it cannot be accommodated
You can make 2 formal requests per year, and there is no right to appeal the decision if it's denied; that is final
Your detailed rights and the types of flexible working arrangements can be viewed on GOV.UK