The new Neonatal Care (Leave & Pay) Act 2023 came into effect on 6 April 2025 giving parents of babies in neonatal care (for 7 consecutive days or more) a new entitlement to an additional 12 weeks of pay on top of standard parental leave (if eligible).
The government have now published a series of useful guides giving employers more detail on the new rights and advice on how to manage them in different employment scenarios.
To make it easy for you to access the info quickly, we’ve collated all the links below.
These include guidance on:
Eligibility, notice periods and record keeping and statutory pay requirements.
👉 https://www.gov.uk/employers-neonatal-care-pay-leave
How different employee circumstances affect statutory neonatal pay.
(multiple births, surrogacy, the death of the child and overseas work)
How statutory neonatal care pay applies to different employment types.
(agency workers, directors, employees with multiple jobs or that work overseas)
👉 https://www.gov.uk/guidance/how-different-employment-types-affect-statutory-neonatal-care-pay
Business changes that affect the payment of statutory neonatal care pay.
(takeover of a business, insolvency, cease trading and employee redundancy)
👉 https://www.gov.uk/guidance/business-changes-that-affect-payment-of-statutory-neonatal-care-pay
How to calculate statutory neonatal care pay for different payment scenarios.
(weekly, monthly and irregular pay patterns)
👉 https://www.gov.uk/guidance/manually-calculate-statutory-neonatal-care-pay
Contact me to book a completely free 30-minute call today and get instant clarity on how these changes impact your business.
Employment solicitor supporting businesses and individuals with tailored employment law advice and HR solutions.
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