In recent years, the well-being of newborns and the care they receive in the early days of life have become a focal point for healthcare reform.
The UK Government has introduced a transformative new statutory right that will take effect from 6th April 2025 – Neonatal Care Leave (SNCL) and Neonatal Care Pay (SNCP).
This new statutory right will ensure that employees receive the vital support needed when their child requires, or has received, neonatal care.
Who is Eligible?
- Neonatal Care Leave (SNCL) is to be a day one right, meaning that it is available to an employee from their first day of employment
- Employees must have a parental relationship – or other qualifying personal relationship (to be defined in regulations) – to the child who is in receipt, or has been in receipt, of neonatal care in order to qualify.
- Neonatal care is defined as medical or palliative care within the first 28 days after birth – and lasting a minimum of 7 consecutive days, beginning with the day after the care started.
Entitlement will range from a minimum of 1 week, to a maximum of 12 weeks. This will be determined based on the length of neonatal care required. Furthermore, SNCL can be taken up to 68 weeks from the child’s birth.
Pay (SNCP)
Just like other family-related statutory leaves employees must have 26 week’s continuous service in order to qualify for Neonatal Care Pay (SNCP), with the same minimum earnings as required for Statutory Maternity Pay (SMP). SNCP will be payable for the duration of leave taken at the current statutory rate, this being £187.18 a week* from 6th April 2025.
*Please note: this figure may change
Rights
Employees are to retain all contractual terms and conditions whilst on SNCL, with the exception of pay. Those returning from SNCL maintain the right to return to their original role, or in some instances a suitable alternative role (however, on no less favourable terms).
Notice and Evidence
Due to the nature of the SNCL, informal notice can be accepted soon after the child’s admission into hospital. If an employee is required to take SNCL at a later date, they must endeavour to give at least 1 weeks’ formal notice with supporting evidence in order to confirm their eligibility.
Protection Against Redundancy and Dismissal
Just like other family-related statutory leaves, employees on SNCL will benefit from protections against unfair dismissal and redundancy – and where applicable, suitable alternative roles must be offered.