Neonatal Care Leave and Pay Policy
Overview
This policy ensures employees whose babies require specialist hospital care after birth are treated with compassion and consistency, and are fully supported during what may be an emotional and challenging time.
It outlines statutory rights to leave and pay, sets out responsibilities for managers and employees, and provides clear processes to follow when Neonatal Care Leave is needed.
Scope
This policy applies to all eligible employees, regardless of role, location, or working pattern.
General Principles
Entitlements
Neonatal Care Leave
Eligible employees can take up to 12 weeks of Neonatal Care Leave, which must be used within 68 weeks of the child’s birth. Leave is split into two tiers:
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Tier 1: Leave can be taken while the baby is receiving neonatal care, or during the week following discharge. Weeks do not need to be taken consecutively.
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Tier 2: Leave can be taken at any time after the baby’s discharge, up to the 68-week limit. This must be taken in consecutive weeks.
Neonatal Care Leave can be taken in full weeks only and must not overlap with other forms of statutory leave (e.g. maternity, paternity, adoption, shared parental leave). Employees may request to use the leave flexibly within the legal framework.
Statutory Neonatal Care Pay (SNCP)
Employees who qualify for SNCP will be paid either:
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The statutory weekly rate, or
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90% of their average weekly earnings (whichever is lower), for up to 12 weeks.
Eligibility
Neonatal Care Leave
Employees may be eligible for Neonatal Care Leave if all of the following apply:
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They are the baby’s parent, the partner of the mother, or an intended parent (including adopters or their partners).
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The baby is admitted to hospital for neonatal care within 28 days of birth.
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The baby receives neonatal care for at least 7 consecutive days.
The employee meets the relevant service and earnings requirements for SNCP.
Statutory Neonatal Care Pay (SNCP)
Process and responsibilities
Requesting leave
Employees should speak to their line manager or a Director as early as possible if they believe they may be eligible for Neonatal Care Leave. Managers should signpost employees to HR for guidance and ensure requests are handled sensitively and promptly.
Providing notice
Employees must notify their line manager or HR of their intention to take leave as follows:
Employees may be asked to provide evidence of their baby's neonatal care, such as a letter or discharge summary from the hospital.
Support and contact during leave
We recognise that having a baby in neonatal care can be an overwhelming time. Managers are expected to offer support with empathy, flexibility, and discretion. The employee and manager should agree how, and if, they wish to keep in touch during leave (e.g. occasional wellbeing check-ins or key updates).
Employees will not be pressured to engage during leave if they prefer not to.
Record-keeping and administration
Managers must:
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Record Neonatal Care Leave accurately in line with HR and payroll procedures.
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Keep HR informed of leave dates, extensions, or any changes.
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Ensure SNCP is applied correctly in payroll, with all required documentation in place.
Confidentiality
Any information shared by employees about their baby’s health or care needs will be kept strictly confidential and handled in line with the organisation’s Data Protection and Employee Privacy policies.
This policy [does not] form[s] part of your terms and conditions of employment.
Version: [1.0]
Issue date: [date]
Author: [name, job title]
