Maternity Leave Policy

Purpose

This policy sets out Wilson Vale Catering’s commitment to ensure a consistent and supportive approach to maternity across the business and to increase awareness about the provisions available for pregnant employees.

This policy also sets out Wilson Vale Catering’s commitment to the protection of the health and well-being of the pregnant employee and child/unborn child, and compliance with UK legislative requirements.

This policy does not form part of an employee’s contract of employment and Wilson Vale Catering may amend this policy at any time.

Maternity Leave

Pregnant employees are eligible to take up to 52 weeks Maternity leave, regardless of how long they have worked for us or how many hours they work. This consists of 26 weeks of “ordinary” Maternity leave, followed by 26 weeks of “additional” Maternity leave. During this period, all contractual entitlements except pay are maintained, including benefits in kind and contractual annual leave accrual. Employees returning within the ordinary leave period are entitled to return to the same job.

Employees must take a minimum of at least two weeks leave after their baby is born. Employees who wish to share parental responsibilities may opt for Shared Parental Leave in accordance with our Shared Parental Leave policy.

Maternity leave entitlement is in line with an individual’s contract of employment.

During Maternity leave an employee is entitled to receive all of their normal terms and conditions of employment with the exception of remuneration. All employees will continue to accrue annual leave, including bank holidays in the normal way. Employees may take their annual leave at the beginning and/or end of Maternity leave. Periods of Maternity Leave are counted as periods of continuous employment and therefore your continuity of service will be preserved.

Maternity Pay

Enhanced Maternity Pay (EMP)

Wilson Vale Catering is committed to supporting employees during maternity leave by enhancing maternity pay. Employees who meet the eligibility criteria will receive:

1 - 12 weeks of full pay (the first 12 weeks of the maternity leave).
13 - 39 weeks of Statutory Maternity Pay (SMP) or 90% of average weekly earnings, whichever is lower.
40 - 52 weeks of unpaid leave (if taken).

To qualify for enhanced maternity pay, an employee must:

Have completed at least 26 weeks of continuous service with Wilson Vale Catering by the end of the 15th week before the Expected Week of Childbirth (EWC)
Have average earnings above the lower earnings limit for National Insurance contributions during the 8-week period prior to the end of the qualifying week
Follow the application procedures set out in this policy

If an employee does not qualify for SMP, they should enquire about eligibility for Maternity Allowance (MA) from Payroll, which is provided by their local social security/Job Centre office.

Enhanced Maternity Pay will be paid in line with an employee’s contractual entitlement.

If you leave Wilson Vale Catering while you are still receiving enhanced maternity pay, it will stop on the date you leave the company. Unless you leave due to redundancy then any remaining weeks of SMP you are entitled to will be paid in the normal way until your maternity ends.

Enhanced Maternity Pay is a discretionary benefit and isn’t part of your terms and conditions, unless your contract says otherwise. This means that Wilson Vale Catering has the right to change or withdraw EMP at any time, but we won’t do this if you’re already receiving it.

Applying for Maternity Leave and Pay

Employees must notify their Manager no later than the end of the 15th week before the week their baby is due or as soon as possible. The required information includes:

Confirmation of pregnancy
Expected Due Date (EDD)
Intended start date of Maternity leave
MAT B1 Form (at least 28 days before SMP is to start)

Wilson Vale Catering will confirm the end date of maternity leave within 28 days of receiving the notification.

Antenatal Care

Employees are entitled to take reasonable time off with pay to attend antenatal appointments.

Health, Safety and Wellbeing

A pregnancy risk assessment will be conducted by the Manager upon notification of pregnancy. Employees must notify Wilson Vale Catering as early as possible to ensure appropriate risk management.

Commencement of Maternity Leave

Maternity leave may commence no earlier than the 11th week before the EDD and must start immediately if the employee is absent due to a pregnancy-related illness in the four weeks prior to the EDD.

Still Birth and Neonatal Death

In the event of stillbirth (after 24 weeks of pregnancy) or neonatal death, the employee remains eligible for full maternity leave and pay entitlements.

Maintaining Contact and Keeping in Touch (KIT) Days

Employees may work up to ten Keeping in Touch (KIT) days during maternity leave without ending their leave or pay entitlements. These days are voluntary and subject to agreement between the employee and Wilson Vale Catering.

Returning to Work

Employees returning at the end of their planned maternity leave do not need to provide further notice. However, those returning earlier must give eight weeks' written notice. Employees wishing to alter their working pattern may request flexible working in line with the Flexible Working Policy.

Wilson Vale Catering is committed to supporting breastfeeding employees upon their return. Employees should discuss any necessary arrangements with their manager at least 28 days before returning to work.

This policy replaces all previous maternity pay provisions with immediate effect.