As part of a range of reforms to employment rights, Stockport HR consultancy, Cornerstone Resources, explains how businesses will be affected by new day one rights to neonatal care leave.
UK Government has announced in January 2025 that Neonatal Leave will become a day one right. Subject to Parliamentary approval, the right to take such leave will commence from 6th April 2025.
The introduction of the Neonatal Care (Leave & Pay) Act, will for the first time give the right for employees to take up to 12 weeks of leave to care for their baby. To be eligible, the baby must have a continuous stay in hospital of 7 full days or longer and be under 28 days old. This entitlement is a day one right, meaning new employees could take Neonatal Leave from the start of employment. The leave must also be taken in the first 68 weeks of the baby’s birth.
How does Neonatal Leave link with other entitlements?
Neonatal leave is given in addition to other family friendly entitlements. If the employee is eligible for maternity, paternity or shared parental leave, this will be an additional entitlement. This will include the entitlement to Statutory Neonatal Care pay. To qualify an employee must be employed for a minimum of 26 weeks prior to the leave being requested and be earning an average of at least £123 a week. This mirrors the entitlement to maternity pay. Parents taking neonatal care leave will have the same employment protections as those associated with other forms of family-related leave which will include protection from dismissal or detriment as a result of having taken or applied for the leave.
What should I do to prepare for this change?
As it is subject to Parliamentary approval, you can prepare for the change but don’t take action to publish updated handbooks and policies just yet.
Mastercall Healthcare celebrates GM Good Employment Charter membership 
Handelsbanken report highlights persistent gender gap in finances 
Amendments to new employment rights legislation tabled following consultation