Associate Handbook 2018

Returning late

If the Associate wishes to return later than the Expected Return Date, she should either:

 request unpaid parental leave in accordance with the Company's parental leave policy, giving the Company as much notice as possible but not less than 21 days; or  request paid annual leave in accordance with their contract, which will be at the Company's discretion

If the Associate is unable to return to work due to sickness or injury, this will be treated as sickness absence and the Company's usual sickness policy will apply.

In any other case, late return will be treated as unauthorised absence.

Deciding not to return

If the Associate does not intend to return to work, or is unsure, it is helpful if the Associate discusses this with the Company as early as possible. If the Associate decides not to return she should give notice of resignation in accordance with her contract. The amount of maternity leave left to run when she gives notice must be at least equal to her contractual notice period; otherwise the Company may require the Associate to return to work for the remainder of the notice period.

Once the Associate has given notice that she will not be returning to work, she cannot change her mind without the Company's agreement.

This does not affect her right to receive SMP.

The Associate's rights when returning

Associates are normally entitled to return to work in the same position as they held before commencing leave. Their terms of employment shall be the same as they would have been if they had not been absent. However, if the Associate has taken any period of AML or more than 4 weeks' parental leave, and it is not reasonably practicable for the Company to allow them to return into the same position, the Company may give them another suitable and appropriate job on terms and conditions that are not less favourable. The Company will deal with any requests by Associates to change their working patterns (such as working part-time) after maternity leave on a case-by-case basis. There is no absolute right to insist on working part-time, but the Associate does have a statutory right to request flexible working and the Company will try to accommodate her wishes unless there is a justifiable reason for refusal, bearing in mind the needs of the business. It is helpful if requests are made as early as possible. The procedure for dealing with such requests is set out in our flexible working policy. Returning to work part-time