Maternity leave policy

							MATERNITY LEAVE POLICY

1.     Introduction

1.1     This document sets out the Company's policy on maternity leave,
maternity pay and other issues relating to pregnancy and maternity. This policy
is designed to be as comprehensive as possible but is not a complete statement
of the law or rules relating to maternity leave and pay, but is intended as a
summary of the main points. If you have any queries which are not answered
or if you have any other questions about the policy please contact [the Human
Resources department]. This policy applies to employees of the Company.

[1.2    If you are adopting a child please see the Company's adoption policy
and if you wish to take paternity or parental leave please see the Company's
paternity leave and parental leave policies.]

2.     Time off for antenatal care

2.1`You are entitled to time off during your normal working hours to receive
antenatal care although, whenever it is possible to do so, you should arrange
your appointments at the start or end of your working day. Antenatal care
includes appointments with your midwife, GP, hospital clinics and relaxation or
parentcraft classes, if these are advised by your GP, midwife or health visitor.

2.2     You should advise your manager/supervisor that you will be absent as
far in advance of your appointment as possible. You may be asked to produce
your appointment card, or some other confirmation of your appointment after
your first appointment [plus a certificate confirming you are pregnant – this is
called a form MATB1].

2.3    You will be paid as normal for antenatal care falling within paragraph 2.1
above, including any time spent travelling to and from and waiting for the
appointment.

3.     Length of maternity leave

3.1    Maternity leave is made up of 26 weeks of ordinary maternity leave
(OML) and a further 26 weeks of additional maternity leave (AML) starting
immediately after OML. Part of maternity leave may be paid – see paragraph 6
below in relation to eligibility for statutory maternity pay (SMP).

4.     Starting maternity leave

4.1     You can choose to start your maternity leave at any time after the start
of the 11th week before the week in which your child is due up to the date of
birth, unless:

4.1.1 you are absent from work for a reason related to your pregnancy at any
time after the start of the fourth week before your child is due (but before the
date you notified your leave would start), in which case your maternity leave
will automatically start on the day after the first day of your absence; or

4.1.2 your child arrives early and before you have started maternity leave, in
which case your maternity leave will start on the day after the day on which
your child is born.
4.2    If you fall within paragraph 4.1.1 you should notify the Company in
writing that you are absent for a reason related to your pregnancy and the date
that absence started. If you fall within paragraph 4.1.2 you should notify the
Company in writing of the date of birth.

5.     Notification requirements

5.1     By the end of the 15th week before the expected week of the birth of
your child (or, if that is not reasonably practicable, as soon as possible
thereafter) you must give written notice to [the Human Resources department]
of the following:

5.1.1 that you are pregnant;

5.1.2 the week your baby is expected to be born. You should enclose a form
MATB1 signed by your GP or midwife with your notice; and

5.1.3 the date when you intend starting your OML.

5.2     A form for this purpose can be obtained from [the Human Resources
department]. If you are eligible to receive statutory maternity pay you can give
notice that you wish to claim statutory maternity pay at the same time.

5.3    If you wish to change the intended start date of your maternity leave
you must notify [the Human Resources department] at least 28 days before the
new start date or, if that is not reasonably practicable, as soon as possible
thereafter.

6.     Maternity pay

6.1     To be eligible for statutory maternity pay (SMP) you must meet the
following requirements:

6.1.1 your normal weekly earnings are not less than the lower earnings limit
applying to National Insurance contributions;

6.1.2 you have at least 26 weeks' continuous employment with the Company
before the 15th week before your baby is due;

6.1.3 you are still employed in the 15th week before the week your baby is
due;

6.1.4 you are absent due to maternity leave; and

6.1.5 you have given the notice required under paragraph 5.1.

6.2    If you do not qualify for SMP you may be able to claim state Maternity
Allowance. [The Human Resources department] will be able to advise you on
how to claim this.

6.3    SMP is payable for a maximum of 39 weeks. You can expect to receive
9/10ths of your average weekly earnings for the first six weeks and then
whichever is the lower of either the statutory rate (details of which are
available from [the Human Resources department5]) or 9/10ths of your
average weekly earnings, for the remaining period. You will be given a
statement of your exact entitlement when you start your maternity leave. Your
SMP will be paid into your bank account on the same date that you would have
received your salary, and will be subject to the usual deductions for tax,
National Insurance [and pension contributions except that your pension
contributions will be calculated by reference to the pay you are actually
receiving, not your normal pay]. [Life assurance and private medical cover will
continue during paid maternity leave.]

6.4    To claim SMP you must give at least 28 days' notice in writing before
you are due to receive your first payment or, if that is not reasonably
practicable, as soon as reasonably practicable.

[6.5    The Company will pay you your normal contractual pay when you attend
for a keeping in touch day – see paragraph 10 below. Any payment made will
include any entitlement to SMP.]

7.     Contractual benefits

7.1     During OML and AML your contract of employment will continue and you
will receive the benefits of the terms and conditions of your employment,
except salary. You will receive a statement setting out which of your benefits
will continue when you start your maternity leave.

8      Holidays

8.1    During your period of absence on OML and AML you will continue to
accrue your [statutory] (or) [contractual] holiday entitlement in the usual way.

9.     Pension contributions

9.1     During the period of your leave which is paid (i.e. up to 39 weeks) the
Company will continue to make contributions, based on your usual salary (ie
the pay you would have received had you been working normally) on your
behalf into the [specify] pension scheme. [Your contributions will be deducted
from your SMP and will be based on the SMP you receive rather than your usual
salary].

10.    Keeping in touch days and reasonable contact

10.1 You can attend for work for up to ten keeping in touch days during OML
or AML. [The Company will pay you your normal contractual pay when you
attend for a keeping in touch day. Any payment made shall include any
entitlement to SMP for those days]. Up to ten keeping in touch days do not
affect entitlement to SMP or bring your maternity leave to an end.

[10.2 Keeping in touch days are optional and are designed to keep you up to
date with the Company whilst you are absent. The kinds of activities in which
you may be asked to attend are [training, department meetings or
conferences]. You will not suffer any detriment if you turn down the
opportunity to work on a keeping in touch day.

10.3 The Company is permitted to make reasonable contact with you during
OML and AML and vice versa. The Company may choose to contact you for
example to discuss your plans for returning to work or to let you know of
workplace developments.

11.    Health and safety

11.1 You are requested to notify [the Human Resources department] in
writing as soon as you are aware that you may be pregnant so that the
Company can, if necessary, carry out a risk assessment and fulfil its other
health and safety obligations towards you and your unborn child.

11.2 Where a health risk has been identified, arrangements will be made to
alter your working conditions/hours of work or, if this is not possible, you will
be offered a suitable alternative job for the duration of your pregnancy. If there
is no suitable alternative work, the Company reserves the right to suspend you
on full pay until you are no longer at risk. These alternative arrangements may
continue after the birth of your child if you are still considered to be at risk.

11.3   These protections also apply to employees who are breastfeeding.

11.4 If you have any concerns about your own health and safety at any time
you should consult [the Human Resources department] immediately.

12.    Compulsory leave

12.1 You are prohibited from working for a period of two weeks commencing
with the day on which your child is born. This is a compulsory legal obligation
intended to benefit both you and your new child. The Company cannot allow
you to attend for work during this two-week period and you cannot work a
keeping in touch day (see paragraph 10 above) during this period.

13.    Returning to work

13.1 The Company will, within 28 days of receiving your notification of
intended absence, respond to you in writing setting out your expected date of
return (i.e. 52 weeks after the date you intend to start your leave). If you
intend returning to work at the end of your maternity leave you are not
required to give any further notification to the Company.

13.2 If you wish to return to work before the date the Company has notified
you will be the end of your AML, then you must give at least eight weeks'
notice of the revised return date.

13.3 Unless a redundancy situation has arisen, you will have the right to
return to work in the same job that you left before you started your maternity
leave with your seniority, pension rights and similar rights as they would have
been had you not been absent.

13.4 After parental leave: if you take parental leave of up to four weeks after
OML, you are treated as if returning from OML. If you take more than four
weeks' parental leave after OML you are treated as if you were returning from
AML. If you take parental leave after AML you are treated as if you are
returning after AML.
13.5 If you want to request a variation to your contract of employment to
create more flexibility in relation to your hours, the times you work or your
place of work, please see the flexible working policy.

13.6 If you decide not to return to work, you should give the required notice
under your contract of employment. If you decide you do not wish to return at
the end of maternity leave you will continue to be entitled to SMP (if eligible)
and maternity leave even though you are not coming back.