Loading…
Loading…
Work out every date in a maternity leave: when it can start, when ordinary leave turns into additional leave, the notice deadlines, and the day the employee is due back at work.
From the MATB1 certificate. Every date below is counted from the Sunday to Saturday week the baby is due.
Maternity leave runs
Two quick steps: the due date, then when the leave starts. Maternity leave is a day-one right, so there is no length of service test and no earnings test to pass. The dates appear here as a step by step timeline, from the notice deadline through to the first day back at work.
Maternity leave and pay, tracked together
Moonworkers holds the leave dates against the employee, opens the 39 weeks of pay on the right payrun, keeps the recovery on the EPS and stops the leave when the employee comes back.
Everything counts from the expected week of childbirth, the Sunday to Saturday week the baby is due.
Step 1
Take the Sunday to Saturday week containing the due date. Leave can start 11 weeks before it, and the employee has to give notice by the end of the 15th week before it.
Step 2
The booked date, unless the baby arrives first, in which case leave starts the day after the birth, or unless a pregnancy-related absence in the 4 weeks before the due week triggers it earlier.
Step 3
26 weeks of ordinary leave, then 26 weeks of additional leave, then back to work the next day. Statutory Maternity Pay covers only the first 39 of those weeks.
For the pay side, use the Statutory Maternity Pay calculator and our guide to Statutory Maternity Pay.
52 weeks. The first 26 weeks are Ordinary Maternity Leave and the last 26 weeks are Additional Maternity Leave. An employee does not have to take all 52 weeks, but they must take the compulsory period after the birth.
Every employee, from their first day in the job. There is no length of service test and no earnings test, which is what separates maternity leave from Statutory Maternity Pay. Agency workers, contractors and the self-employed are not employees, so they do not get statutory leave.
11 weeks before the expected week of childbirth, which is the Sunday to Saturday week the baby is due. Leave will also start automatically the day after the birth if the baby arrives first, or the day after a pregnancy-related absence that begins in the 4 weeks before the due week.
By the end of the 15th week before the expected week of childbirth, they must tell the employer the due date and when they want the leave to start. Moving the start date afterwards needs 28 days’ notice, and changing the return to work date needs 8 weeks’ notice.
Two weeks off starting on the day of the birth, or four weeks for employees in a factory or workshop. It cannot be waived, so an employee cannot return early even if they want to and the employer cannot allow it.
No. Leave is 52 weeks and is a day-one right. Statutory Maternity Pay is 39 weeks and requires 26 weeks of continuous employment by the qualifying week plus average weekly earnings at or above the Lower Earnings Limit. The last 13 weeks of leave carry no statutory pay.
Up to 10 keeping in touch days, by agreement, without bringing the leave or the pay to an end. Working beyond those days ends the maternity leave. Compulsory maternity leave is excluded, so keeping in touch days cannot be used in that period.
After Ordinary Maternity Leave, the same job on the same terms. After Additional Maternity Leave, the same job, or a suitable and appropriate alternative on no less favourable terms if returning to the original job is not reasonably practicable.
Running payroll with parental leave, sickness and RTI every month?
Try Moonworkers Payroll