Parental Leave - Guidelines for Managers
What do I need to consider when a member of my staff notifies me of their intention to take parental leave?
Refer them to the appropriate sources of advice
- the section on the web on ‘Parental Leave – Guidelines for Employees’ which covers most of the key areas on parental leave.
- your HR representative to ensure that he/she understands the entitlement to leave, dates for notification, etc.
For information on pension implications of parental leave contact,
Janet Robertson on 46922, firstname.lastname@example.org
Talk about any plans at this stage
Depending on when you are notified, the member of staff may not have made any firm decisions about the practicalities of the parental leave. At least 21 days’ notice is required before the intended start date of parental leave. If you feel that it is not possible to accommodate the request, please contact your HR representative.
Note: a member of staff on parental leave remains your employee during parental leave. They are entitled to benefit from any salary increases and accrues annual leave (plus statutory and customary days) entitlement. However annual leave cannot be carried over from one holiday year to the next, therefore they may wish to take any outstanding entitlement before commencing parental leave.
Submitted ‘Request to take Parental Leave’ forms should be forwarded to the HR Office with an accompanying note stating whether or not you have approved the request.
If you have written to the individual to agree that the leave will be postponed, a copy of the letter confirming the new arrangements should also be forwarded to the HR Office.We will write to the member of staff concerned to confirm any arrangements, and will inform payroll.
If you have approved the request the leave should be recorded in the monthly absence returns at the time it is taken.