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Employee rights are not usually affected when taking:

\n\n\n\n

Some employees can work up to 10 paid days (20 days for Shared Parental Leave) during their leave.

\n\n

Keeping in touch days

\n\n

Employees can work up to 10 days during their maternity leave, adoption leave or Bereaved Partner’s Paternity Leave. These days are called ‘keeping in touch days’. Keeping in touch days are optional - both the employee and employer need to agree to them.

\n\n

The type of work and pay employees get should be agreed before they come into work. The employee’s right to the following is not affected by taking keeping in touch days:

\n\n\n\n

Employees can work up to 20 days during their Shared Parental Leave. These are called ‘shared parental leave in touch’ (or SPLIT) days. These days are in addition to the 10 ‘keeping in touch’ (or KIT) days already available to employees on maternity leave, adoption leave or Bereaved Partner’s Paternity Leave.

\n\n

Terms and conditions protection

\n\n

Normally, the employment terms and conditions are protected and employees are entitled to any pay rises and improvements in terms and conditions given during the leave.

\n\n

Pension contributions usually stop if a period of leave is unpaid, unless your contract says otherwise. For example, during unpaid periods of maternity leave or parental leave.

\n\n

Employees continue to build up holiday entitlement and can take any holiday they’ve accrued (built up) before or after the leave.

\n\n

Returning to work

\n\n

Employees have the right to return to their job if they take:

\n\n\n\n

If employees take extended leave

\n\n

If an employee takes an extended period of leave, they’ll have the right to return to their job or a similar job (if it’s not possible to give them their old job).

\n\n

Similar means the job has the same or better terms and conditions.

\n\n

This applies when an employee takes:

\n\n\n\n

Redundancy

\n\n

Employees have the right to be offered a suitable alternative job (where one is available) if they’re selected for redundancy when they take:

\n\n\n\n

This applies even if other colleagues are more suitable for the role.

\n\n

The right begins when the employee starts their leave and lasts up until 18 months from the date the child is born or adopted. It continues when the employee returns to work.\nFor example, an employee returning from maternity leave 12 months after the birth of their child will have the same right for 6 months after returning to work.

\n\n

Some employees only have the right to be offered a suitable alternative job up until they return to work. This applies if an employee is taking less than 6 continuous weeks of Shared Parental Leave, Neonatal Care Leave or Bereaved Partner’s Paternity Leave.

\n\n

An employee can only be made redundant if the employer can clearly justify doing it - for example a part of the business closes and everyone in that section is made redundant. There are other rules for employers when making staff redundant.

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