Family support leave policy

Additional provisions

Part C - Additional provisions

1. Paid time off - antenatal or adoption appointments

1.1 Time off for antenatal care

A pregnant employee will be given paid time off to attend antenatal appointments. Antenatal appointments should where possible be arranged outside core hours. Evidence of appointments such as an appointment card or medical certificate may be requested.

In addition, the partner of the pregnant employee may take time off work to attend up to two antenatal appointments with the expectant employee; this is unpaid.

1.2 Time off for adoption appointments

Time off to attend application interviews

Up to two days (14.8 hours) paid time off will be provided in connection with the application for adoption. This may include pre-adoption interviews, adoption training, visits or court appearances.

Time off to attend adoption appointments

Eligible employees are entitled to time off to attend adoption appointments in the period between being notified of a match with a child and the date that the child joins the family:

  • Single adopters are entitled to paid time off to attend up to five adoption appointments
  • In the case of joint adoptions (i.e. a couple who have been jointly matched to adopt the child) one of the adopters will be entitled to paid time off to attend up to five adoption appointments. The other adopter may be entitled to unpaid time off work to attend up to two adoption appointments
  • Up to 6.5 hours is allowed for each appointment, although individuals should take only the time that they need to attend the adoption appointment
  • The appointment must have been arranged by or at the request of the adoption agency
  • Where there are joint adopters, the adopter who took paid time off to attend adoption appointments cannot claim paternity leave and pay
  • Parental Order parents are entitled to take unpaid leave to enable them to accompany the surrogate mother to up to two antenatal appointments.

2. Neonatal care leave and pay

2.1 The University has introduced support for parents of babies who require neonatal care (for at least 7 consecutive days) before the baby reaches 28 days of life. This leave will allow parents to extend their time off with their baby at home when they are out of hospital instead of using their parental leave.

2.2 Employees are entitled to neonatal care leave and pay if their newborn baby or babies require neonatal care. This is in addition to maternity/ adoption/ paternity leave and pay. The leave will be available to both parents with a baby or babies under 28 days old and who have been in hospital for at least 7 days. This is available for all employees regardless of length of service.

2.3 Employees are entitled to up to 12 weeks of full pay under the neonatal policy. The university has enhanced the statutory pay provision to full pay. This entitlement will come into effect at the end of the family leave period (maternity, paternity, adoption or shared parental leave).

Further information on how to apply for neonatal leave and pay can be found in the additional information section of the relevant procedure.

Keeping in touch days (Maternity, Adoption or Shared Parental Leave)

Employees can work up to 10 days during their maternity or adoption leave. These days are called 'keeping in touch days' (KIT). Employees don't have to do KIT days, however, both the employee and their line manager need to agree to them.

KIT days can be taken at any point during maternity or adoption leave apart from during the compulsory maternity / adoption leave period.

The type of work and pay the employee will be provided with should be agreed before they come into work. The employee's right to maternity or adoption leave and pay is not affected by taking keeping in touch days.

Employees can work up to 20 days during their Shared Parental Leave. These are called 'shared parental leave in touch' (or SPLIT) days. These days are in addition to the 10 'keeping in touch' (or KIT) days already available to employees on maternity or adoption leave.

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  • Approved on: 1 August 2024
  • Last reviewed: 1 February 2025