top of page

RiverStone International Ltd

We make unique websites and invaluable web-based apps for brands, businesses, start-ups and agencies.

Updated

9 Apr 2024

Company Size

N_edited_edited.png
Industry Group
Sub Industry

IT SERVICES AND IT CONSULTING

#N/A

Enhanced Maternity Policy

Enhanced Maternity Policy

Enhanced Maternity Policy

Enhanced Maternity Policy

Nugget Rating
Policy Details

It is not totally clear in the policy:
MATERNITY

This policy does not form part of your contract and may be amended from time to time

This policy sets out the statutory rights and responsibilities that a pregnant employee has in relation to maternity

leave and pay. It provides information and guidance for employees, but any specific questions an employee may

have, should be raised with their Manager or a member of the HR Team.

The policy incorporates the procedure for you to follow for each occasion of maternity leave.

Maternity leave applies to all pregnant employees

Maternity leave

To qualify for maternity leave and to receive maternity pay, you must provide written notification of the pregnancy

and the intention to take maternity leave. This must be provided, at the latest, during the 15th week before the

expected week of childbirth (EWC) – this is the week, starting on a Sunday, during which your midwife expects

you to give birth.

All pregnant employees are entitled to take up to 26 weeks’ ordinary maternity leave (OML) and up to 26 weeks’

additional maternity leave (AML). Additional maternity leave begins on the day after ordinary maternity leave

(OML) and lasts for up to a further 26 weeks, making a total of 52 weeks leave. This is regardless of contractual

working hours or length of service. A pregnant employee can take however much time they require for maternity

leave up to 52 weeks, but it is mandatory that they need to take at least two weeks of maternity leave immediately

after the birth of the child. This is known as Compulsory Leave.

Ordinary Maternity Leave (OML) can commence at any time after the beginning of the 11th Week before your

expected week of childbirth (EWC). You are not however obliged to start maternity leave at this time and may

work right up to the date of childbirth subject to health and safety regulations. Maternity leave will start on which

ever date is the earlier of:

• Your chosen start date; or

• the day after you give birth;

Maternity Pay

Maternity pay is inclusive of Statutory Maternity Pay (SMP) and is payable for up to 39 weeks during maternity

leave. You are entitled to maternity pay if:

• You have been continuously employed by the Company for at least 26 weeks at the end of the qualifying

week and you are still employed during that week, this is the 15th week before the EWC;

• Your average weekly earnings in the period between the last normal pay day before the Saturday at the

end of the qualifying week and the last normal pay day at least eight weeks before that date are not less

than the lower earnings limit for national insurance contributions;

• You are still pregnant 11 weeks before the start of the expected week of childbirth (or have already given

birth);

• A MAT B1 form is provided stating your expected week of childbirth (EWC); and

Page 60 of 110

• You provide the Company proper notification of your pregnancy in accordance with the rules set out

above.

The Company also pays Company Maternity Pay, which is enhanced over and above that of SMP. The

enhanced payment is made in addition to SMP and will be advised to you in our letter confirming the details of

your maternity leave.

SMP is paid at a rate set by the Government for the relevant tax year, or 90% of your average weekly earnings,

whichever is less.

Average weekly earnings are calculated over the period between the last normal pay day before the Saturday

at the end of the qualifying week and the last normal pay day at least eight weeks before that date. For the

purpose of calculating average weekly earnings, all earnings that are subject to deductions for tax and National

Insurance are included

If you become eligible for a pay rise between the start of the original calculation period and the end of your

maternity leave (whether ordinary maternity leave or additional maternity leave), the maternity pay will be

recalculated to take account of your pay rise, regardless of whether maternity pay has already been paid. This

means that your maternity pay will be recalculated and increased retrospectively.

Maternity pay is treated as earnings and is therefore subject to PAYE and national insurance deductions. It is

paid in the usual way that you receive your salary i.e. monthly.

Maternity pay cannot start prior to the 11th week before your expected week of childbirth.

Maternity pay can start from any day of the week in accordance with the date you start your maternity leave and

is payable whether or not you intend to return to work after your maternity leave.

Employees’ who do not qualify for maternity pay as outlined above may be entitled to receive maternity

allowance payable by the Government.

Benefits during Ordinary and Additional Maternity Leave

During the period of maternity leave, your contract of employment continues in force and you are entitled to

receive all your contractual benefits, except for salary. In particular, any benefits in kind (such as life assurance,

private medical insurance, permanent health insurance) will continue. Pension contributions will continue to be

made based upon the salary that you would have received, had you not gone on maternity leave. If you make

employee contributions to the pension plan you may wish to vary these contributions during your leave and

should notify the HR Team in writing to this effect as soon as possible. Bonus calculations are pro-rated for any

planned absence over 20 days in a year, this includes maternity leave.

If you wish to amend your private medical or dental membership category, for example by adding your newly

born child to the policy, should notify the HR Team as above.

Page 61 of 110

Annual Holiday Entitlement

Contractual annual leave entitlement will continue to accrue throughout your maternity leave period and any

holiday entitlement already accrued that holiday year can be added to the start of your maternity leave period.

Any holiday accrued during maternity leave can be added onto the end of maternity leave. The request for this

holiday to be taken, should be done in the normal way.

Health and Safety

The Company has a duty to take care of the health and safety of all employees. Following receipt of an

employee’s written notice of pregnancy, HR will organise for an individual risk assessment to assess the

workplace risks and address any health and safety concerns that the pregnant employee may have, so that they

may be minimised.

Time off for Antenatal Care

Once you have advised your Manager and HR that you are pregnant, you will be entitled to take reasonable

time off work, on full pay, to attend antenatal appointments as advised by your doctor, registered midwife or

registered health visitor.

You should endeavour to give your Line Manager as much notice as possible of antenatal appointments and,

wherever possible, try to arrange them as near to the start or end of the working day as possible.

Pregnancy Related Illness

If you are absent from work for a pregnancy related illness, you will receive normal statutory sick pay and be

eligible to be considered for Company sick pay provided that you have not yet begun ordinary maternity leave.

If, however, you are absent from work for a pregnancy related illness after the beginning of the fourth week

before the EWC, you will be entitled to treat this absence as the beginning of ordinary maternity leave. If your

maternity leave is triggered under these circumstances, then the ordinary maternity leave period will begin

automatically on the day after the first day of absence.

Contact during Maternity Leave

The Company reserves the right in any event to maintain reasonable contact with you from time to time during

your maternity leave. This may be to discuss your plans for return to work, to discuss any special arrangements

to be made or training to be given to ease your return to work or simply to update you on developments at work

during your absence.

Keeping-In-Touch Days (KIT)

Except during the first two weeks after the baby’s birth, you are able to work for the Company (or to attend

training) for up to 10 days during your maternity leave without losing pay (where maternity pay is due in that

week). These days are known as ‘keeping-in-touch’ (KIT) days. Any work carried out on any part of a day will

constitute as one day’s work. You are under no obligation to agree to attend work and the Company is under no

obligation to offer KIT days. It is entirely your decision.

Page 62 of 110

Any KIT days that are worked you should record on a Keeping in Touch day request form. This should be kept

by the line Manager and a copy forwarded to HR as and when days are worked, so that relevant payment can

be made via payroll.

Returning to work after Maternity Leave

The company will assume that you will return to work at the end of the full maternity leave period. However, you

may return to work at any time during ordinary maternity leave or additional maternity leave, with the exception

of the two weeks following the birth (compulsory leave).

If you are unable to return to work by the end of the full maternity leave period due to sickness or injury, this will

be treated as sickness absence and our usual sickness policy will apply. In any other case, late return will be

treated as unauthorised absence.

Managers’ will ensure that, wherever possible, you can exercise your full rights on returning to work (i.e. that

you return to the job you left, on no less favourable terms and conditions of employment than if you had not

been away). This will always be the case on returning to work after OML only.

Where it is not reasonably practicable to allow you to return to your old job after AML, you will be offered another

job, which is suitable and appropriate for you to do in the circumstances. In these circumstances you will be

advised of this as soon as possible. A meeting will then be arranged to discuss the implications of the changed

work.

In whatever capacity you return to work your continuous service will be preserved and the period of your

maternity leave will count.

Procedure

You should inform your line Manager/HR that you are expecting a baby as soon as possible, and written

notification of your pregnancy and the intention to take maternity leave must be provided, at the latest, during

the 15th week before your expected week of childbirth (EWC).

This notification must include the following details:

• The fact that you are pregnant

• The expected week of childbirth; and

• Notified Leave Date (The date on which you intend to start your maternity leave).

You must provide medical evidence of your Expected Week of Childbirth (EWC) in the form of a maternity

certificate (MATB1). This is available from the doctor or midwife after the 15th week of pregnancy and must be

forwarded to HR as soon as possible, as maternity pay cannot be paid without this certificate or an acceptable

alternative.

Within 28 days of receiving your notice of pregnancy and intention to take maternity leave, HR will formally

respond in writing confirming the start date of your maternity leave and the date on which you are expected to

return to work if you take your full maternity leave entitlement. This is generally after HR have set up a meeting

with you and your line Manager, to help plan your maternity leave and to answer any questions or concerns you

may have.

Page 63 of 110

The date upon which you start your maternity leave will be your Notified Leave Date. You can change the date

at which you intend to start your maternity leave, as long as you give the company 28 days written notice of the

amended date. Where this is not reasonably practicable, notice must be given as soon as possible with an

explanation for the delay.

If you wish to return before the full period of maternity leave, then at least eight weeks’ notice must be provided

in writing to the company of the date on which you intend to return. If you fail to do so the Company may postpone

your return to such a date as will give the Company eight weeks’ notice, provided that this is not later than the

expected return to work date.

If you decide during maternity leave that you do not wish to return to work following your maternity leave, you

should provide written notice of your resignation to the company as soon as possible and no less notice that is

required in the terms of their contract of employment. Entitlement to maternity pay is not affected by resignation.

If the notice period expires after maternity leave has ended, the Company may require you to return to work for

the remainder of the notice period.

How long do you have to work at the company to qualify?

Maternity pay is inclusive of Statutory Maternity Pay (SMP) and is payable for up to 39 weeks during maternity

leave. You are entitled to maternity pay if:

• You have been continuously employed by the Company for at least 26 weeks at the end of the qualifying

week and you are still employed during that week, this is the 15th week before the EWC;

• Your average weekly earnings in the period between the last normal pay day before the Saturday at the

end of the qualifying week and the last normal pay day at least eight weeks before that date are not less

than the lower earnings limit for national insurance contributions;

• You are still pregnant 11 weeks before the start of the expected week of childbirth (or have already given

birth);

• A MAT B1 form is provided stating your expected week of childbirth (EWC); and

Page 60 of 110

• You provide the Company proper notification of your pregnancy in accordance with the rules set out

above.

If you decide to cease employment whilst on leave what is the clawback policy?

No

bottom of page