maternity leave – Nannyjob blog

Paternity Leave – Do Dads Get a Fair Deal?

In recent years, the discussion surrounding parental leave has gained significant traction, with many questioning whether fathers receive a fair deal when it comes to paternity leave. In this article, we delve into the current state of paternity leave policies and consider whether they adequately support fathers during their transition to parenthood.

Paternity leave policies vary significantly across the globe, with some countries offering generous paid leave for fathers, while others provide only a few days or none at all. In many cases, mothers are afforded more extended periods of maternity leave, which raises questions about the impact of these policies on gender equality and the opportunity for fathers to bond with their newborns.

There are several benefits associated with providing fathers with adequate paternity leave, including improved mental health, increased satisfaction with their work-life balance, and stronger relationships with their partners and children. Research also suggests that when fathers take paternity leave, it can lead to increased gender equality both at home and in the workplace.

Despite these benefits, many fathers still face barriers when attempting to take paternity leave, such as cultural stigmas, financial constraints, and a lack of awareness of their rights. To ensure that dads receive a fair deal, it is essential to address these barriers and advocate for policy changes that support equal parental leave opportunities for both mothers and fathers.

In conclusion, while progress has been made in recent years, there is still work to be done to ensure that dads receive a fair deal when it comes to paternity leave. By advocating for more equitable policies and breaking down barriers, we can create a world where both parents have the opportunity to bond with their newborns and enjoy the life-changing experience of parenthood.

SMP Statutory Maternity Pay

All nannies are entitled to take up to 1 year off for maternity leave whether paid or unpaid.

How much SMP does employee get?

Of the 1-year entitlement nanny only gets paid for the first 39 weeks and should she take further 13 weeks off these are unpaid.

1^st 6 weeks are paid at 90% of employee’s gross salary.

Remaining 33 weeks are paid at £148.68 or the 90% figure whichever is the lower amount.

Qualification for SMP

Nanny needs to have been employed by you 41 weeks before her due date.

Nanny needs to be earning above the lower earnings limit £118.00 gross per week.

Nanny needs to still be in your employ 15 weeks before her due date.

Processing SMP

Nanny will be issued form MATB1 from her Doctor or Midwife this form will have the due date and from this due date you can then determine whether she qualifies for SMP or not, if not you then need to issue nanny with form SMP1, so she can then claim maternity allowance directly from the state.

Cost of SMP

Small employers can usually claim back 103% of any SMP, this is 100% of the SMP itself and an additional 3% compensation to help towards cost of employers NI.

(ShPP) Shared Parental Leave

Expectant parents can now share the 52 weeks of statutory maternity leave after the birth or adoption of their child.

This leave and statutory pay can be split between them either one after the other or both can be on leave at the same time.

Expectant parents need to give each of their employers an indicative breakdown of the leave they plan to take at least 8 weeks before it starts. They are then able to change their minds twice during the year of leave and put forward new proposals.

This is paid at the same rate of SMP and is based on the salary of the parent taking the leave.

To be eligible both parents must share responsibility for the child at birth. and they must meet the work and pay criteria, i.e. have been employed continuously by the same employer for at least 26 weeks by the end of the 15th week before the due date, still be employed by the same employer while they take the leave and earn on average at least £118.00 gross per week

Notice periods are built in to the scheme so employers can make plans for the nanny’s intentions for leave.

Employers cannot refuse to grant any leave entitled, however they can refuse requests for separate non continuous blocks of leave and insist that all leave requested is taken in one block.

Both parents are entitled to Keeping in Touch days.

Surviving maternity leave

Going from a sole charge job to shared charge with your boss on maternity leave is a tough transition. Unless you get on extremely well and either she’s capable of delegating completely or you don’t mind letting everything slide for the duration of the time she’s at home (in which case you can probably just skip to the next blog post) then it’s going to be an experience akin to a marathon.

Continue reading “Surviving maternity leave”

New additions to the family

Is keeping your nanny during maternity leave a luxury or an essential? Unless you’re going back to work very soon after the birth, most people would say it’s a luxury and one that they would struggle to afford. But chances are you’re going to want your nanny back when you go back to work since she’s put in time bonding with your older child(ren) and knows your house, your area, your routines and your preferences. So how do you deal with this?

The legal situation is that your nanny has a job under their original terms and conditions until you make them redundant. So they will be expecting to stay on doing their usual hours and receiving their usual pay during your maternity leave. There are big advantages to keeping your nanny – you know that you will have time to rest and focus on your newborn, your older children won’t have their routine disrupted and you have someone that you know and trust who can care for the new arrival while you spend time with your other children – but we know that the cost can make the impractical.

In this case you need to renegotiate your nanny’s terms of employment. You might want to keep them on part time, or investigate the possibility of a nanny share based at someone else’s house, but it’s vital to discuss this early on with your nanny. You might find that they’re happy to take a break for a few months to go and do a ski or summer season abroad but have a secure job to come back to, or that they’re happy to reduce their hours as long as they can find another job. You may equally find that they’re just expecting things to carry on as normal. As awkward as it might feel to have this conversation the sooner you get this out in the open the better. She will be feeling just as unsure about her future. Hopefully your nanny will respect your timescale and if you want her to commit to staying until after the birth so she can care for your older children while you’re in hospital then make that clear from the start, and consider offering a bonus to tempt her away from any offers that require an earlier start.

Remember that making your nanny redundant at the start of your maternity leave, while it will save your money in the short term, means that you are committing yourself to finding a new nanny at the end of your maternity leave which is a substantial investment of time and money at a point when you want to be making the most of your time with your children.

All the best for the rest of your pregnancy!