2.8 Adoptive Leave Policy

Purpose

The purpose of this policy is to provide leave, in line with current Irish legislation, to female employees on adopting a child or to a sole male adopter (i.e. a male adopting children on his own).

Scope

This policy applies to all full and part-time employees who meet specific criteria outlined in the policy below.

Policy

Any full-time or part-time employee who is an adopting mother or a sole male adopter is entitled to 24 weeks of paid leave plus up to 16 weeks of additional unpaid leave. Adoptive leave will be available to all adoptive mothers or sole adoptive fathers. Adoptive leave will commence when the child is placed with the employee for adoption. 

The employee must give their Manager notice in writing of their intention to take adoptive leave at least four weeks before the expected placement of the child.  

Suppose the employee wishes to take additional leave. In that case, they must inform their Manager in writing at least four weeks beforehand of their intention to take additional adoptive leave. The employee must also notify their Manager in writing at least four weeks before the date they intend to return to work after adoptive or additional adoptive leave.

Evidence of Placement

When an employee has commenced adoptive leave, they must provide management with a 'Certificate of Placement' as soon as possible but by four weeks after the day of placement.

Foreign Adoptions

The employee must give their Manager a copy of the 'Declaration of Suitability' before the commencement of adoptive leave or additional adoptive leave. In the case of foreign adoptions, the adoptive parent may avail of some or all of the additional adoptive leave before the adoption to facilitate them to arrange the adoption and attend classes and meetings as necessary.

Time off for Classes and Meetings in the State

Employees are entitled to paid time off to attend any pre-adoption classes and meetings they are obliged to participate in within the State. The employee must provide two weeks' written notice of the first request and submit appropriate evidence of the requirement to attend the meeting/class.  

Returning to Work

Employees wishing to return to work from adoptive leave must provide written notification of their intention by four weeks before the intended return date. Employees will be entitled to return to work in the same position and under the same terms and conditions of employment, where feasible. Where this is not feasible, the organisation is committed to providing suitable alternative employment.  

Postponement of Adoptive Leave

Subject to a management agreement, an employee has the option of postponing any or all of the period of adoptive and additional adoptive leave in the event of the hospitalisation of the child. The maximum period of postponement is six months. During the postponement, the staff member will be expected to attend work usually.

Where an employee has been permitted to postpone their leave and then falls ill, they will automatically be deemed to have resumed their leave. Should the employee wish to avail of sick leave in these circumstances, they may apply. However, they then forfeit their right to any outstanding postponed leave.

Additional Adoptive Leave and Illness

In the event of illness, and subject to the agreement of management, an employee may be permitted to terminate their additional adoptive leave and transfer to sick leave.  If an employee does transfer, he/she will forfeit her right to any additional adoptive leave not taken at the date of the commencement of the sick leave. Request for termination and acceptance of termination must be in writing to the Manager.