People & Organisational Development

Neonatal Care is when a new born baby requires medical care in hospital. Neonatal Care may also be 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.

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, Neonatal Care Leave is available where the child is receiving palliative or end-of-life care.  

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. 

Neonatal Care Leave will apply to *parents of babies who are admitted into neonatal care up to 28 days old and who have a continuous stay in hospital of 7 full days or longer.  For each period of 7 days in hospital, employees are entitled to take 1 weeks leave up to the maximum of 12 weeks (and, if eligible, pay) on top of any other leave they may be entitled to, including maternity and paternity leave.

*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)] 

Neonatal Care Leave is available from day one of employment and does not require a minimum length of service. 

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. 

Neonatal Care Leave falls into two categories based on when it is taken: 

• 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. 

The tier 1 period starts on the day the child starts receiving neonatal care and ends on the seventh day after the day on which the child stops receiving neonatal care. This means that an employee taking neonatal care leave while the child is receiving neonatal care, or in the week after the end of neonatal care, is taking leave during the tier 1 period.

An employee taking neonatal care leave at any other time within 68 weeks of the child's birth is taking leave during the tier 2 period. 

Employees can choose to start the leave on any day after their child has received seven days of uninterrupted neonatal care – the seven days are counted from the day after the neonatal care started. i.e.: If a child goes into neonatal care on day one, the first qualifying period will end on day eight, and the employee would be able to take leave from day nine. This reflects the requirement for a child to spend at least a week in neonatal care before an employee qualifies for neonatal care leave.

Neonatal Care Leave must be taken within 68 weeks of the baby’s birth (or placement, in the case of adoption). 

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. 

Some parents—such as partners whose paternity leave has ended while their baby is still receiving care—may take Neonatal Care Leave immediately. 

Regardless of whether an employee wants to take leave during the tier 1 or tier 2 period, they must raise a request via Employee Self Service and complete the Neonatal Care Leave Request Form and submit this to their line manager copied to POD Shared Services team via the POD Helpdesk.  

For Tier 1 Leave:

• Notification to the employer, including specified information, must be given before the first day of absence in the relevant week (or as soon as reasonably practicable if not feasible).

For Tier 2 Leave:

The required period of notice depends on the length of leave requested:

• At least 15 days' notice for a single week of leave.
• At least 28 days' notice for two or more weeks of leave.

Colleagues should refer to the relevant family/parental leave policies for details on planning for their return to work.

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.

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.

External Support Resources:

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.

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