Maternity Benefits – FAQs
Am I eligible for maternity leave?
Maternity leave provisions apply to you if you are pregnant regardless of the number of hours you work or your length of service. You are then entitled to take 26 weeks' Ordinary Maternity Leave followed immediately by 26 weeks' Additional Maternity Leave.
How and when should I notify the University that I am pregnant?
You should inform your manager as soon as is practicable. You can then formally notify Payroll of your intention to take maternity leave by completing the form in Appendix 2 of the Maternity Leave Policy document at:
You should do this by the end of the 15th week before your expected week of childbirth and attach the MAT B1 form which you will receive from your midwife or medical practitioner, usually around the 25th week of pregnancy.
What pay and benefits will I receive?
Statutory Maternity Pay (SMP) will be payable for 39 weeks provided staff meet the qualifying conditions. Occupational Maternity Payments (OMP) may also be available during the first 16 weeks of maternity leave, which are in addition to SMP. To receive the enhanced OMP staff must have at least 26 weeks continuous service with the University, by the time of the 15th week before the expected week of birth. You must also return to work for at least 12 weeks at the end of their maternity leave and have average weekly earnings which are above the lower earnings level for National Insurance. If these conditions are met a member of staff is entitled to receive:
- 90% of average weekly earnings increased to full pay for 4 weeks, then:
- 90% of average weekly earnings, during the next 2 weeks, then:
- Half pay plus flat rate SMP during the next 12 weeks, and finally:
- Flat rate SMP or 90% of average weekly earnings if a persons pay is less than the flat rate SMP, for the remaining 21 weeks
How are my average weekly earnings calculated?
Average weekly earnings are calculated by looking at your gross earnings in a set period. This is usually the 2 pay days up to and including the 15th week before your expected week of childbirth, although the period may vary depending on when the 15th week falls.
Is it acceptable to take time off work for ante-natal care?
You have the right to take time off for antenatal care where an appointment has been made on the advice of a registered medical practitioner, midwife or health visitor e.g. antenatal ultrasound scan.
When can I start my maternity leave?
You can start your maternity leave at any time from the 11th week before the baby is due. But you must take the first 2 weeks off after your baby is born as this is known as compulsory maternity leave. If your baby is born before the start of your planned maternity leave, your maternity leave and pay will start immediately, even if you are on annual leave at the time.
What will happen to my pension contributions?
Pension contributions will be deducted each month in the normal manner. Periods of unpaid maternity leave do not count towards pension benefits as no pension deductions can be made. There could be an option to pay these back on your return to work.
What happens to my annual leave and public holidays?
Annual leave cannot be carried forward from one leave year to the next. It is therefore a good idea to plan well in advance, in conjunction with your manager, to ensure you take your full leave entitlement. Staff will continue to accrue annual leave throughout their maternity period. Holiday cannotbe taken during maternity leave; this is a break in maternity leave and it will be assumed you have returned to work. Bank holidays are not transferable.
What will happen to my current role in the team?
Due to new maternity regulations introduced in 2008, if your expected week of childbirth is on or after 5th October 2008 you will be allowed to return to your current role if it is still available after the full
maternity period. You will also maintain the right to all other contractual benefits apart from normal remuneration (i.e. salary and wages). Please contact HR if you need further information.
I am on a fixed term contract, how will this effect my entitlement?
You should liaise with your manager and Human Resources to see if there is a possibility of an extension to your contract. If this is not a possibility then your contract will end on the expected date, but you will still be entitled to the full 39 weeks SMP if you are eligible.
How will being on maternity leave affect my salary sacrifice benefits? (e.g. childcare vouchers)
You may continue to receive any salary sacrificed benefits whilst on maternity leave, however, as your pay will have been reduced during the average earnings calculation period, your statutory and occupational maternity pay will also be reduced.
Certain lifestyle changes justify changes to salary sacrifice arrangements before the intended period has elapsed. If you wish to cancel your salary sacrifice arrangement and in doing so revert to your higher salary for calculation of your statutory and occupational maternity pay, you should do so before the calculation of your average weekly earnings.
You may wish to confirm this date with Payroll as there is no option to backdate cancellation of your salary sacrifice arrangement in order to adjust your average weekly earnings.
If you continue with your salary sacrifice arrangement, you will continue to receive your benefits during your maternity leave, however the value of the benefit will be deducted from the occupational element of your monthly pay.
How will I keep in touch with my manager?
You can come into work on periodic working days after the baby is born and/or to keep in general communicatione.g. e-mail or telephone during your maternity leave. However, such arrangements are purely voluntary. If you decide you may come in to work for up to 10 days during maternity leave. These are called Keeping in Touch (KiT) days. KiT days will not extend or bring your maternity leave to an end. Staff will be entitled to claim a full days pay, but not maternity pay for that day.
Can I change my working hours/pattern once I return to work?
You may request a change in working arrangements in the normal way under the Flexible Working Policy. You can also discuss this with your manager before your return although there is no guarantee your request will be granted and a degree of compromise may be required in some cases.
What will happen to my UNN email address?
Your email address will remain active while you are on maternity leave however, if requested this facility can be disabled. Please ring the IT Helpline for more information on (0191) 2274242.
Will I be able to get a refund on my corporate travel pass?
You should be able to receive a full refund for theremaining period, subject to a small administration fee. Please contact Estates on (0191) 243 7068 for additional information.
What happens if I am sick when I am supposed to return to work?
You can postpone your return to work if you are incapable of doing so by submitting a Doctor’s certificate. Your maternity benefits would cease and you would receive occupational sick pay in the normal way.
What are the procedures for returning to work and what facilities will be available to me?
You will be expected to return to work on the date agreed with your manager, which you may have included on your notification of maternity leave form. If your circumstances change and you wish to revise your notified return date, you must give your manager at least 8 weeks notice in writing of the new date.If you have not originally specified a date, the maximum maternity leave period is 52 weeks. You must therefore return at this time or call the Human Resources Department to discuss any other options available.
Suitable breast-feeding and rest facilities will be provided on request, as long as Health and Safety requirements are satisfied.To find out what childcare facilities the University has to offer you please visit the Childcare Services webpage at: or call the Childcare Manager on (0191) 227 4567.
For more information on the University’s Work-Life Balance Framework which includes guidelines on parental and paternity leave please go to:
remaining
This information is designed as an overview of the maternity policy. If you require further information on pay and/or benefits please contact Payroll on (0191) 227 4767