In another significant step aimed at supporting working parents, a new right to neonatal leave and pay has been announced by the Government, effective from 6 April 2025.

Neonatal leave and pay aims to provide crucial support for parents whose new-borns require neonatal care in hospital for seven days or longer and is in addition to any other family leave rights the parents may have, eg maternity and paternity leave. It also provides additional protections with employees being protected from any detriment or discrimination as a result of taking, or attempting to take, neonatal leave.

This new entitlement adds to the growing list of employee leave rights, including maternity and paternity leave and recent introductions including carers leave and parental bereavement leave.

The latest change reinforces the importance of adopting best practice in employee welfare and staying ahead of evolving employment legislation. It’s crucial for employers to maintain a supportive and compliant workplace, taking proactive steps to review leave policies and make sure they’re fully aligned with new statutory requirements.

For help and advice, contact gareth.matthews@h-f.co.uk

 

Key Information re New Right to Neonatal Leave & Pay

What is Neonatal Care Leave?

Under the right, ‘neonatal care’ refers to any medical or palliative care a child receives during the first 28 days after birth. If a child requires this type of care and is hospitalised for seven days or more, parents will be entitled to take up to 12 weeks of neonatal leave.

This is a right from the first day of employment, offering the leave to all affected parents, regardless of length of service.

However, it’s important to note that employees will only be eligible for statutory neonatal pay if they have at least 26 weeks of service and meet the minimum earnings threshold.

Now is a Good Time to Review Your Policy

We recommend that employers carefully assess their approach to family leave entitlements. In addition to complying with statutory minimums, many employers are choosing to enhance such entitlements, for example by offering a longer duration of leave, providing full salary during leave periods, or removing eligibility requirements to ensure all employees are included in the right, regardless of their length of service.

As ever, clear communication is key. Employers should update their policy documents to outline the new rights and ensure that all employees are fully informed about their entitlements. By taking a proactive approach, employers both comply with legal obligations and create a workplace culture that values and supports the well-being of employees during significant life events.

With other high profile employment law changes on the horizon, including the introduction of day one protection from unfair dismissal, staying informed and adaptable has never been more crucial for maintaining best practice – and being sure you are complying with the law.

For support and advice on all areas of employment law, policies and issues, contact us on gareth.matthews@h-f.co.uk