Neonatal Care (Leave and Pay)

​As of April 6, 2025, the UK has introduced the Neonatal Care (Leave and Pay) Act 2023, providing vital support for parents of newborns requiring neonatal care. This legislation grants eligible employees up to 12 weeks of additional leave and pay, supplementing existing parental leave entitlements such as maternity and paternity leave. 

Key Provisions of the Act:

• Eligibility Criteria:

  • The leave is available to employees from the first day of employment, with no minimum service requirement. ​

  • To qualify, the newborn must be admitted to hospital for neonatal care within 28 days of birth and remain in care for a continuous period of at least seven days. 

• Leave Entitlement:

  • Eligible parents can take up to 12 weeks of neonatal care leave, in addition to other parental leave rights. ​

  • The leave must be taken within 68 weeks of the child's birth. ​

• Statutory Neonatal Care Pay (SNCP):

  • Employees with at least 26 weeks of continuous service and who meet minimum earnings criteria may be entitled to SNCP. 

  • SNCP is paid at the statutory prescribed rate (initially £187.18 from April 2025) or 90% of average weekly earnings, whichever is lower. 

Implications for Employers:

Employers should take proactive steps to ensure compliance with the new legislation:​

1. Policy Review and Update:

   • Revise existing family leave policies to incorporate neonatal care leave provisions.​

   • Ensure that HR systems can process applications for neonatal care leave and pay.​

2. Staff Training:

   • Educate HR personnel and managers about the new entitlements and procedures.​

   • Clarify the interaction between neonatal care leave and other forms of parental leave.​

3. Communication:

   • Inform employees about their rights under the new Act.​

   • Provide clear guidance on the process for requesting neonatal care leave.​

By updating policies, training staff, and communicating effectively, employers can ensure compliance with the Neonatal Care (Leave and Pay) Act 2023 and provide essential support to employees during challenging times.

If you need support with updating your policies please contact us hello@ricohr.co.uk