Maternity

We know you may have good reasons for not telling us too early about your pregnancy, but it does help us to know as soon as possible so we can keep you safe. We don't have to tell anyone else until you are ready (just those who need to know such as your manager and area manager).

There are various complex regulations surrounding maternity, so to help us assess your entitlements correctly, we've created a Maternity Leave Request Form available on the intranet (see below). You'll also need to provide us with your MATB1 certificate when you get it from your midwife or GP - you can upload this to you Maternity Leave Request Form or forward it to your manager at a later date.

Your completed Maternity Request Form will be sent to you manager and to HR and payroll. Your manager will meet with you to discuss how we'll cover your job in your absence and agree the best way for us to keep in touch during your maternity leave, as we may need to speak to you about job opportunities, reorganisations and redundancies that could affect your job, social events, changes to the team and arrangements for your return to work.

Having IVF treatment can be difficult emotionally and physically. Whilst you don't have to tell us, its a good idea to so we can be supportive of any time off you may need and any issues you may have in relation to your wellbeing. We'll keep this on a need to know basis.

Once you reach the embryo transfer stage, you're considered to be pregnant from a legal perspective and have the same rights as any pregnant person. You don't have to tell us this straight away, but again, the sooner you do so, the sooner we can support you and keep you safe.

Once you've told us you're pregnant, we'll do a health & safety risk assessment, including things like lifting and carrying, long working hours, standing or sitting for long periods, exposure to dangerous substances, and working in high or low temperatures. We'll also do another risk assessment when you return to work (if you return within 6 months of giving birth or if you are breast feeding).

There may be occasions where we can't mitigate risks due to the nature of your work, if so we'll explore alternatives (without any detriment to pay or status). As a last resort, we may have to suspend you from work (on full pay) until its safe for you to work again, or until your maternity leave begins.

You're actively encouraged to discuss any concerns with your manager and if your GP or midwife advises you to make alternations, let us know so we can discuss how this might work.

Yes! Once you've notified us that you're pregnant, you're entitled to take reasonable paid time off work to attend antenatal appointments (including medical appointments related to your pregnancy, classes for pregnancy related health, fitness or relaxation, and sessions that support your mental health and wellbeing).

There's no legal limit on how much time you can take off and we aim to be flexible, but we'd generally expect no more than 10 antenatal appointments if its your first baby, and up to 7 if you've had a baby before.

Where possible, please arrange appointments outside of working hours or as close to the start or end of the working day as possible. We may ask to see your appointment card/letter.

You need to report any absence in the usual way and you'll be entitled to statutory sick pay if you qualify. Any absence you take as a direct result of your pregnancy won't be counted towards any absence triggers.

We know pregnancy can cause various ailments, including morning sickness, tiredness, headaches, backaches and bleeding. Please speak to your manager if you have any health concerns, we'll work with you to support you through your pregnancy. We might consider some adjustments, such as:

• flexible start and finish times

• extra breaks

• occupational health assessment

To protect the health of you and your unborn baby, if you fall ill with a pregnancy related illness in the four weeks prior to your baby's due date, your maternity leave will immediately be activated (unless we agree otherwise).

You're entitled to up to 52 weeks of maternity leave, regardless of your length of service or the number of hours you work. You don't have to take the full 52 weeks, but if you don't inform us otherwise we'll assume you are.

Immediately after the birth of your baby, you must remain absent from work for a minimum of two weeks - this is known as Compulsory Maternity Leave.

You continue to benefit from your terms and conditions of employment throughout your maternity leave, although there are some exceptions such as pay.

If you're eligible, you may choose to switch to Shared Parental Leave.

The earliest you can start your maternity leave is 11 weeks from your Expected Week of Childbirth to . You can't start maternity leave any later than your Expected Week of Childbirth (which will be stated on your MATB1 form).

Yes, if you change your mind you need to re-submit a Maternity Leave Request Form, giving us at least 28 days notice (if changing your start date), or 8 weeks' notice (if changing your end date).

Your maternity leave (and pay) will start on the day after the birth. Please tell us as soon as possible that you have given birth. Usually we'd ask you to notify us yourself, but we understand that sometimes a baby's arrival can be unexpected or traumatic, so we'll accept notification from a member of your family (but please contact us yourself as soon afterwards as you are able).

You can still start your maternity leave (and pay) from the date you requested. If you want to change this, you ideally need to give us 28 days notice, but we may agree a shorter time frame if you have good reason not to be able to do this.

You continue to accrue holiday entitlement, but you can't take holiday pay at the same time as maternity pay.

If you have unused holidays prior to going on maternity leave, you may wish to speak with your manager to book some time off beforehand. You may use any annual leave you have accrued up to and including the date you go on maternity leave. Alternatively, you can carry these holidays forward and use them (or receive pay for them) at the end of your maternity leave.

Any holidays you accrue whilst on maternity leave can be used at the end of your maternity leave, used later in the holiday year (following our normal holiday booking procedure), or you can request pay at the end of your maternity leave period. You'll need to let payroll know if you want to do this.

You will qualify for Statutory Maternity Pay if you have:

• been employed by RUSH for at least 26 weeks including the 15th week before your Expected Week of Childbirth

• earn at least the lower earnings limit for National Insurance contributions

• stopped work because of pregnancy

If you don't qualify for Statutory Maternity Pay, payroll will give you an SMP1 form to take to the Department for Work and Pensions as you may be eligible for Maternity Allowance.

Statutory Maternity Pay is payable at two rates and is paid for a maximum of 39 weeks. This consists of:

• 6 weeks at 90% of your average weekly earnings

• 33 weeks at current statutory rates (or 90% of your average weekly earnings if this is lower)

The remaining 13 weeks of maternity leave is unpaid.

Statutory Maternity Pay ceases if you:

• travel outside the European Community

• are taken into legal custody

• return to work

• start work for another employer

You can come back to work for up to 10 Keep In Touch (KIT) days throughout your maternity leave. Any work done on a KIT day counts as one full day even if you only come into work for an hour. KIT days have to be agreed with your manager - we're under no obligation to offer them and you're under no obligation to accept.

For any KIT days you do, your Statutory Maternity Pay will be topped up to your normal basic pay.

KIT days don't extend your maternity leave, but if you work more than 10 KIT days your maternity leave and pay will automatically end.

If you've taken up to 26 weeks maternity leave, you have the statutory right to return to the same job. If you've taken more than 26 weeks' maternity leave, you have the statutory right to return to the same job unless we have a genuine reason to offer you an alternative (on the same or more favourable terms, e.g. pay, benefits, holidays, location, seniority).

As you adjust to life as a parent, you may want to vary your working pattern. If this is the case please complete a Flexible Working Request Form from the intranet (LINK TO FORM).

If you're ill when you're due to return to work, normal sickness procedures apply.

Please discuss your needs with your manager, we'll be able to provide a suitable space for you to use and may be able to provide a fridge for you to store milk in if you are expressing.

You need to submit your resignation in writing, giving the correct notice as set out in your contract. Prior to doing this, we'd ask you to speak to your manager as there may be different career choices that work for both you and us. As we may need a handover, we may ask you to use one or more of your KIT days to do this.

You're entitled to another 52 weeks' maternity leave, but you can't start this until at least the 11th week before your Expected Week of Childbirth, so if your first period of maternity leave ends before this, you'll need to return to work or stay off by using up some holidays.

In the tragic event that you suffer a stillbirth after the 24th week of pregnancy, or if your baby dies shortly after birth, you'll still be entitled to your full maternity leave and pay. You may also be eligible for Parental Bereavement Leave and Pay, so please talk to your manager about any additional support you need.