13.2
Shortly before you are due to return to work, we may invite you to have a discussion (whether in person or by telephone) about the arrangements for your return. This may cover:
(a) updating you on any changes that have occurred during your absence;
(b) any training needs you might have; and
(c) any changes to working arrangements (for example if you have made a request to work part-time; see paragraph 18).
14.
CHANGING YOUR RETURN DATE
14.1
If you wish to return to work earlier than the Expected Return Date, you must give us eight weeks' notice. It is helpful if you give this notice in writing. If you do not give enough notice, we may postpone your return date until eight weeks after you gave notice, or to the Expected Return Date if sooner.
14.2
If you wish to return later than the Expected Return Date, you should either:
(a) request unpaid parental leave in accordance with our Parental Leave Policy, giving us as much notice as possible but not less than 21 days; or
(b) request paid annual leave in accordance with your contract, which will be at our discretion.
14.3
If you are unable to return to work due to sickness or injury, this will be treated as sickness absence and our Sickness Absence Policy will apply.
15.
DECIDING NOT TO RETURN
15.1
If you do not intend to return to work, or are unsure, it is helpful if you discuss this with us as early as possible. If you decide not to return you should give notice of resignation in accordance with your contract. The amount of maternity leave left to run when you give notice must be at least equal to your contractual notice period, otherwise we may require you to return to work for the remainder of the notice period.
15.2
Once you have given notice that you will not be returning to work, you cannot change your mind without our agreement.
15.3
This does not affect your right to receive SMP.
16.
YOUR RIGHTS WHEN YOU RETURN
16.1
You are normally entitled to return to work in the same position as you held before commencing leave. Your terms of employment shall be the same as they would have been had you not been absent. However, if you have taken any period of AML or more than four weeks' parental leave, and it is not reasonably practicable for us to allow you to return into the same position, we may give you another suitable and appropriate job on terms and conditions that are not less favourable.
16.2
17.
SWITCHING TO SHARED PARENTAL LEAVE
17.1
In some cases you and your spouse or partner may be eligible to opt into the SPL scheme which gives you more flexibility to share the leave and pay available in the first year after birth. Your partner should check with their employer if they are eligible.
17.2
You would need to give us at least eight weeks' written notice to end your maternity leave and opt into SPL. You can give this notice before or after the birth, but you
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