Associate Handbook 2018

g) an indication of the pattern of leave they are thinking of taking, including suggested start and end dates for each period of leave. This indication will not be binding at this stage, but please can an Associate give as much information as they can about their future intentions; and

h) declarations by them and the other parent that they meet the statutory conditions for entitlement to shared parental leave and shared parental pay.

It would be helpful for administrative purposes if an Associate could indicate at the same time whether they intend to return to work after their shared parental leave. This is an indication only and they can change their mind. It will not constitute notice of termination that they are required to give should they choose not to return to work.

Ending Maternity Leave

If an Associate is the child's mother and they are still on maternity leave, they must give the Company at least eight weeks' written notice to end their maternity leave (a curtailment notice) before they can take shared parental leave. The notice must state the date their maternity leave will end. An Associate can give the notice before or after they give birth, but they cannot end their maternity leave until at least two weeks after birth. An Associate must also give the Company, at the same time as the curtailment notice, a notice to opt into the shared parental leave scheme or a written declaration that the child's father or their partner has given his or her employer an opt-in notice and that the Associate has given the necessary declarations in that notice. The curtailment notice is usually binding and cannot be revoked. An Associate can only revoke a curtailment notice if maternity leave has not yet ended and one of the following applies: (a) if they realise that they or the other parent are in fact eligible for shared parental leave or shared parental pay, the Associate can revoke the curtailment notice in writing up to eight weeks after it was given; (b) if they gave the curtailment notice before giving birth, they can revoke it in writing up to eight weeks after it was given, or up to six weeks after birth, whichever is later; or The other parent may be eligible to take shared parental leave from their employer before an Associate's maternity leave ends, provided they have given the curtailment notice.

(c)

if the other parent has died.

Once an Associate revokes a curtailment notice they cannot submit a second curtailment notice, unless the revocation was given in the circumstances detailed below.

If an Associate is the child's father or the mother's partner, they will only be able to take shared parental leave once the mother has given one of the following notices:

(a)

a curtailment notice to her employer to end maternity leave;

(b) if she is not entitled to maternity leave but is entitled to statutory maternity pay, a curtailment notice to end her statutory maternity pay; or

(c) if she is not entitled to maternity leave or statutory maternity pay, a curtailment notice to the benefits office to end her maternity allowance.