maternity rights and top tips...maternity rights and top tips maternity leave and the associated...

Maternity Rights and Top Tips Maternity leave and the associated issues are often a source of concern for salon owners and employees. In this article I will clarify the law regarding maternity and hopefully offer a few useful tips. Maternity Leave Employees are entitled to 52 weeks maternity leave made up of as follows: • 6 weeks at 90% of pay or SMP rate whichever is the greater • 33 weeks SMP (£145.18 from April 2018)- • 13 weeks unpaid The maternity leave can begin 11 weeks prior to the expected week of confinement. Employees who earn less than £116 are not entitled to SMP and claim maternity allowance. The good news is that you can recover the 39 weeks SMP you pay Recovery of SMP 92% of SMP paid can be recovered by deduction from the monthly PAYE payments. Employers may qualify for Small Employers’ Relief (SER). SER is 100% of SMP plus 4.5% What Happens The employee must give you a MATB1 form before the end of the 25 th week of pregnancy You should undertake a risk assessment with the employee as soon as they are made aware of the pregnancy and review it on a monthly basis. Typical adjustments include relaxation of uniform rules, more short breaks between clients and adjustments of hours.

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MaternityRightsandTopTipsMaternityleaveandtheassociatedissuesareoftenasourceofconcernforsalonownersandemployees.InthisarticleIwillclarifythelawregardingmaternityandhopefullyofferafewusefultips.

MaternityLeave

Employeesareentitledto52weeksmaternityleavemadeupofasfollows:

• 6weeksat90%ofpayorSMPratewhicheveristhegreater• 33weeksSMP(£145.18fromApril2018)-• 13weeksunpaid

Thematernityleavecanbegin11weekspriortotheexpectedweekofconfinement.

Employeeswhoearnlessthan£116arenotentitledtoSMPandclaimmaternityallowance.Thegoodnewsisthatyoucanrecoverthe39weeksSMPyoupay

RecoveryofSMP

92%ofSMPpaidcanberecoveredbydeductionfromthemonthlyPAYEpayments.

Employersmay qualify for Small Employers’ Relief (SER). SER is 100% of SMP plus4.5%

WhatHappensTheemployeemustgiveyouaMATB1formbeforetheendofthe25thweekofpregnancyYoushouldundertakeariskassessmentwiththeemployeeassoonastheyaremadeawareofthepregnancyandreviewitonamonthlybasis.Typicaladjustmentsincluderelaxationofuniformrules,moreshortbreaksbetweenclientsandadjustmentsofhours.

Page 2: Maternity Rights and Top Tips...Maternity Rights and Top Tips Maternity leave and the associated issues are often a source of concern for salon owners and employees. In this article

Butthekeyissueisthattheriskassessmentisundertakenwiththeemployee—it’sasharedexerciseTheemployeegetspaidleaveforantenatalappointments;theemployercanasktoseetheappointmentcardforthefirstappointment.Thepaidleaveisnon-negotiable,Parttimeemployeesdon’thavetohavetheappointmentsontheirdaysoffanditincludestraveltimeDidYouKnow

• Pregnantemployeescansharetheirmaternityleave(well50ofthe532weeks,withtheirpartner

• Prospectivedadsarenowallowedpaidleavetoattend2antenatalappointments

• InanyeventDadsget2weekspaternityleavepaidatthesamerateasSMP• Mumsonmaternityleavecanworkandbepaidforupto10dayswhilston

maternityleave-thesearecalledKITdays—keepintouchdays

WhendotheyEmployeesReturnToWork?Theemployeecansimplyreturntoworkafter52weeks,however,iftheywanttoreturnpriortothisdatetheymustgivetheemployer8weeks’notice.Theemployeehasthelegalrighttorequestareturnonaparttimebasis.Youmustconsidertherequestandtrytoaccommodateit,howeverthereareanumberofbusinessrelatedreasons,whichcanresultinhavingtodeclinetherequest.Itisreallyabouthavinganopenconversationwiththeemployeetonegotiateanagreement,whichsuitsboththeemployeeandtheemployer.Anemployerwhosimplysays“no”runstheriskofanexpensivesettlementattribunalastheemployeecanclaimsexdiscrimination(onlywomancanbepregnant).

TopTip

Anotherissueisthattheemployeeoftenwantstoworkforalongaspossiblebeforethebirthasmoreoftheirpostdeliverymaternityleaveisthenpaid.Insomeinstances,thiscanbeaproblemassicknessandtirednesscanbecomeanissue.Anysicknessinthe4weekspriortothedeliverydateautomaticallytriggersthestartofthematernityleave.However,theemployeewillaccrueleavethroughouttheirMaternityleave,theygetthiswhethertheyreturnornot.Youcouldoffertheemployeetheopportunitytotakethisinadvanceandthentheymaytagtheleaveonbeforethematernityleaveandwehaveamutuallybeneficialoutcome

For more information and advice on other Employment Law issues follow this link http://www.davidwrightpersonnel.co.uk

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