Neonatal Care Leave Policy
- The Neonatal Care Leave Policy supports parents of newborns requiring neonatal care for at least seven consecutive days within the first 28 days after birth. This entitlement is in addition to existing provisions, such as maternity leave or other parental leave policies.
- The University’s policy entitles eligible parents to take up to 12 weeks of neonatal care leave, with neonatal care pay available for those who meet further statutory eligibility criteria. The right applies to babies born on or after 6 April 2025.
- At the birth of the baby, employees must be the baby’s parents, intended parents (in relation to surrogacy) or partner* to the baby’s mother/adopter and must have or expect to have responsibility for raising the child (similar rules apply in relation to adoption).
- Neonatal care refers to medical care lasting at least seven consecutive days within the first 28 days of birth.
* Partner is defined as a person who lives with the baby’s mother or adopter and is in an enduring family relationship with them but is not a relative (parent, grandparent, grandchild, sibling, aunt, uncle, niece or nephew).
1. Introduction
1.1 In recognising the emotional difficulties which arise from premature births and situations where a newborn is immediately hospitalised after birth the University’s Neonatal Care Leave Policy aims to support colleagues with babies requiring neonatal care, up to 28 days old; and who have a continuous stay in hospital of 7 full days or longer.
1.2 These measures allow eligible parents to take up to 12 weeks of leave in addition to other leave they may be entitled to, including maternity or other paternity-related leave.
1.3 Alongside Neonatal Care Leave entitlement, Statutory Neonatal Care Pay is available to those who meet continuity of service requirements and a minimum earnings threshold.
1.4 Colleagues are encouraged to read this policy in conjunction with the University’s Maternity, Adoption, Parental and family related policies to ensure that they are fully aware of all options available to them and their family.
2. Neonatal Care Leave
2.1 Employees who are parents of a baby requiring neonatal medical care for up to 28 days after birth, with a continuous hospital stay of at least 7 days, are entitled to up to 12 weeks of Neonatal Care Leave.
2.2 Parents can take one week of leave for each full week (7 days) their baby receives neonatal care. The maximum entitlement is 12 weeks. Any Neonatal Leave must be taken in blocks of at least one week
2.3 The leave is designed to assist new parents whose baby requires medical care in hospital. The leave is also available when medical care is being administered in any other location provided:
- the child was an inpatient in hospital and the care continues to be administered once the child leaves hospital.
- The care is under the direction of a consultant; and
- The care includes ongoing monitoring by, and visits to the child from, healthcare professionals arranged by the hospital where the child was an inpatient.
2.4 Types of Neonatal Care Leave
- Tier 1 Leave – Applies when leave is taken while the baby is still receiving care and up to one-week post-discharge. This leave can be taken in flexible, non-continuous blocks of at least one week at a time. Tier 1 Leave ends 7 days after neonatal care ends.
- Tier 2 Leave – Applies to all other neonatal leave and must be taken in one continuous block.
2.5 For these purposes, neonatal care is treated as being received continuously without interruption throughout any period spent being transported from one care setting to another. In addition, the leave is available where the child is receiving palliative or end-of-life care.
2.6 If a baby is discharged and readmitted before 28 days of life, with each hospital stay lasting at least 7 consecutive days, both periods will count toward Neonatal Care Leave.
2.7 Neonatal Care Leave falls into two categories based on when it is taken:
2.8 Timing of Leave
2.9 Neonatal Care Leave must be taken within 68 weeks of the baby’s birth (or placement, in the case of adoption).
2.10 Since many parents will already be on family leave (such as maternity, adoption, paternity or shared parental leave) while their baby is in neonatal care, Neonatal Care Leave is often taken after neonatal care has ended and following other statutory leave.
2.11 Some parents - such as partners whose paternity leave has ended while their baby is still receiving care - may choose to take Neonatal Care Leave immediately.
Neonatal Care Pay
2.12 To qualify for statutory Neonatal Care Pay (NCP), colleagues must have been employed for at least 26 weeks before the leave request and have earning of at least the lower earnings limit. Statutory Neonatal Care Pay is payable during accrued Neonatal Care Leave. The rate of Statutory Neonatal Care Pay is set by the Government for the relevant tax year or at 90% of average earnings (whichever is lower). Where colleagues do not meet eligibility criteria they will be entitled to unpaid Neonatal Care Leave.
3. Eligibility
3.1 At the birth of the baby, employees must be the baby’s parents, intended parents (in relation to surrogacy) or partner* to the baby’s mother/adopter and must have or expect to have responsibility for raising the child (similar rules apply in relation to adoption).
* Partner is defined as a person who lives with the baby’s mother or adopter and is in an enduring family relationship with them but is not a relative (parent, grandparent, grandchild, sibling, aunt, uncle, niece or nephew).
3.2 Neonatal Care Leave is available from day one of employment and does not require a minimum length of service.
3.3 The maximum entitlement remains 12 weeks, even if more than one child requires neonatal care.
3.4 As with all statutory family leave, when colleagues are on Neonatal Care Leave, they will continue to benefit from the terms and conditions of their employment, except normal pay. Continuity of employment is not disrupted, and colleagues will continue to accrue statutory holiday entitlement.
3.5 Other Statutory Leave
- if they are still within the tier 1 period - immediately after the end of the other period of statutory leave; or
- if they have transitioned into the tier 2 period - immediately after any other neonatal care leave taken during the tier 2 period.
3.6 Colleagues are entitled to take neonatal care leave in addition to any other statutory leave that they may be entitled to, including maternity, adoption, paternity, ordinary parental, parental bereavement and shared parental leave.
3.7 Where a colleague has already started a period of statutory leave, but subsequently become eligible for neonatal care leave, they can take Neonatal Care Leave after completing the other statutory leave, provided that their Neonatal Care Leave is taken within 68 weeks of their child's birth date.
3.8 If a colleague has already started a period of Neonatal Care Leave during the Tier 1 period but needs to begin another type of statutory leave, their Neonatal Care Leave will be temporarily paused immediately before the other statutory leave begins. They can then resume the remaining weeks of their Neonatal Care Leave in one of two ways:
3.9 Colleagues cannot take Neonatal Care Leave in the Tier 2 period if, at the time of giving notice, they are aware that the leave will overlap with another type of statutory leave.
4. Notification process
4.1 Notification of Neonatal Care Leave
4.2 Colleagues eligible for Neonatal Care Leave should inform their line manager as soon as reasonably possible after the birth of their baby if their baby has been admitted to neonatal care for at least 7 consecutive days. Colleagues should also notify their line manager when their baby is discharged from neonatal care.
4.3 Notification for Employees on Maternity Leave
4.4 Colleagues on maternity leave (who wish to use Neonatal Care Leave) should inform their line manager how many weeks their baby spent in neonatal care and provide at least 8 weeks’ notice of:
- The date their maternity leave will end, and
- The date they wish to commence Neonatal Care Leave.
- Neonatal Care Leave during the Tier 1 period: Notice must be given before the employee is due to start work on the first day of their absence, unless it is not reasonably practicable.
- A single week of Neonatal Care Leave during the Tier 2 period: Notice must be given at least 15 days before the first day of the leave.
- Two or more consecutive weeks of Neonatal Care Leave during the Tier 2 period: Notice must be given at least 28 days before the first day of the leave.
4.5 Exceptional Circumstances and Operational Considerations:
- Provide a clear explanation for the decision, and
- Work with the individual to identify the earliest possible alternative date for the leave.
4.6 Requesting Neonatal Care Leave at a Later Date
4.7 If a colleague chooses to take Neonatal Care Leave at a later date (e.g. not immediately after maternity, paternity, or other family leave), they must provide notice based on the following requirements:
4.8 Late Notice
4.9 The University understands that having a child in Neonatal Care is an incredibly difficult time for parents. If it is not possible for colleagues to meet the timeframes for giving or withdrawing notice as set out in this policy, later notice will be accepted and, in some cases, it may be appropriate to waive the requirement for notice altogether subject to the circumstances in any given case.
4.10 In exceptional cases, if a request for delayed Neonatal Care Leave cannot be accommodated due to operational demands, the line manager must:
- Provide a clear explanation for the decision, and
- Work with the individual to identify the earliest possible alternative date for the leave.
4.11 Submitting a leave request
4.12 Colleagues should submit their request for Neonatal leave via Employee Self Service specifying the date(s) of their leave.
4.13 Colleagues must also complete the Neonatal Care Leave Request Form and send it to their line manager, copying in the People & OD Shared Services team through the People & OD Helpdesk. Providing notice where possible; before the date on which they wish their leave to start.
4.14 Requests to cancel or change a period of Neonatal Leave should be discussed with the relevant line manager and by raising a request via the People & OD Helpdesk.
5. Returning to work
5.1 Colleagues should refer to the relevant family/parental leave policies for details on planning for their return to work.
5.2 The University understands that returning to work can be a difficult time for parents, particularly those who have experienced a traumatic and upsetting time seeing their baby in a neonatal ward. Babies can have ongoing medical needs requiring regular hospital appointments and check-ups when the parent returns to work. The University will support time off with pay to allow parents to attend these appointments. Colleagues may also be entitled to Carers Leave and should refer to the University’s Carers Leave Portal for further information.
5.3 Colleagues returning from a period of Neonatal Care Leave have the right to resume working in the same job and on the same terms and conditions.
5.4 Colleagues returning from a period of Neonatal Care Leave that follows on immediately from another period of statutory leave (such as Maternity, adoption, paternity, parental bereavement or shared parental leave) and the total time on leave is more than 26 weeks, the right to return to the same job wherever possible remains. However, if this is not reasonably practicable, the University will offer a suitable alternative role on terms and conditions that are no less favourable. This also applies where colleagues have taken Neonatal Care Leave consecutively with a single period of more than four weeks or ordinary parental leave.
6. Support for employees
6.1 Requesting support
General enquiries related to this policy or options for support can be submitted via the People & OD Helpdesk or alternatively colleagues can contact their line manager or local People and OD Partners for information and guidance.
6.2 Bereavement support
Colleagues who have accrued entitlement to neonatal care leave may still take this leave, even if their child passes away.
In these circumstances, they are also entitled to parental bereavement leave under the Bereavement Leave Policy.
Colleagues who have experienced a bereavement may also contact their line manager to discuss the support available to them during this difficult time or access the support resources listed in the University’s baby loss guidance.
6.3 Occupational Health Service
Occupational Health provide an advisory service regarding fitness for work to line managers. Where there are concerns that work could be affecting a colleague’s health or that their health could be affecting their ability to do their job, advice and assistance in managing such concerns effectively can be obtained through a referral to Occupational Health. It is not the purpose of Occupational Health to provide diagnosis or treatment, but to provide support to employees, to interpret medical information and to present it to managers in a useful way that allows them to consider work-related issues such as timescales of absences or adjustments which may be required to support colleagues in their place of work
6.4 Employee Assistance Programme
Help and support is also available through our Employee Assistance Programme (EAP). Our EAP provides free and confidential support to all University of Glasgow colleagues and their immediate family members. Support and advice is available 24 hours a day, 365 days a year. The EAP provides a support network that offers expert advice and compassionate guidance 24/7, covering a wide range of issues helping colleagues through challenging periods either at work and home. To access this service call 0800 028 0199.
6.5 Wisdom App
Wisdom provides an enhanced set of wellbeing tools and engaging features to support wellbeing and wellness. The features are designed to improve the user’s mental and physical health by using personal metrics to set goals and achievements, which include, interactive mood trackers, four-week plans, mini health checks, personalised wellbeing contact, access to their helpline 24/7, 365 days a year and the live chat feature allows colleagues to contact a wellbeing counsellor using live messaging and video calls. Download the Wisdom app via the app store or google play store and enter unique code: MHA23726.
6.6 Scottish Government Youth Patients Family Fund
Colleagues may be able to claim for funds via the Scottish Government Young Patients Family Fund which is designed to provide a financial contribution towards the cost of having a child (under 18) in hospital which includes neonatal care. Expenses can be claimed for transport, meals, parking and accommodation.
6.7 Peer Support Groups:
Colleagues seeking additional support should speak with their health visitor, midwives, and/or General Practitioner, for information on available workshops and support groups in your area. Engaging with these resources can help colleagues better understand neonatal care and manage the associated stress effectively.
Listed below are neonatal support resources available in the Glasgow area:
- Maternity and Neonatal Psychological Interventions (MNPI) Team
- Glasgow Breastfeeding Buddies
The MNPI Team offers assessments and interventions to families experiencing psychological difficulties related to complex pregnancy and birth. They provide support during pregnancy and up to 12 months postpartum. For more information, visit their website: nhsggc.scot
This group provides peer support for breastfeeding, including one-on-one assistance via phone or secure online video calls. They also offer drop-in support groups in various locations around Glasgow.
Contact Information:
- Neonatal 1:1 Support: Available via telephone or Attend Anywhere platform.
- Gorbals Breastfeeding Support Group: Drop-in sessions for discussions and support.
- Kirkintilloch Drop-In Breastfeeding Support: Peer support group.
For more details, visit: glasgowhelps.org
- NCT Glasgow Breastfeeding Buddies Neonatal Group
This Facebook group supports parents with feeding babies who are currently in, or have recently spent time in, one of Glasgow's neonatal units.
Contact Information: Facebook Group: NCT Glasgow Breastfeeding Buddies Neonatal Group
7. Related Policies
The following policies and resources also may provide helpful information:
Emergency Time Off to Care for Dependants
Maternity Pay Calculator (for employees)
Further information on maternity allowance and benefits can be viewed on the Direct Gov website at: Expecting or bringing up children - benefits
8. Document Control
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Document Control |
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Policy name |
Neonatal Care and Leave Policy |
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Approved by |
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Implementation date |
6 April 2025 |
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Owner |
People & OD, Policy and ER |
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Equality Impact Assessment |
March 2025 |