The UK Government has made a new right to neonatal care leave and pay effective from 6 April 2025 and is expected to benefit around 60,000 new parents.
Thousands of working families with babies in neonatal care will be entitled to additional time off as a day one right, the government confirmed on Monday 20 January 2025.
Currently, many working families across the UK are having to return to work while their babies are sick in hospital, and these measures aim to address some of the difficulties that thousands of parents face when their baby is in neonatal care.
The UK Government is committed to providing the support families need to allow them to be by their child’s side without having to work throughout or use up their existing 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. These measures will allow eligible parents to take up to 12 weeks of leave (and, if eligible, pay) on top of any other leave they may be entitled to, including maternity and paternity leave.
The UK Government has today laid regulations to implement the change, which subject to Parliamentary approval, will take effect from 6 April 2025 and follows the passing of the Neonatal Care (Leave and Pay) Act in 2023.
This measure comes alongside the Employment Rights Bill and delivers on the government’s commitment to support families and protect the payslips of working people as part of the Plan for Change.
Justin Madders, Employment Rights Minister, commented: "Parents of children in neonatal care have more than enough to worry about without being concerned about how much annual leave they have left or whether they’ll be able to make ends meet.
"This entitlement will deliver certainty to them and their employers, setting baseline protections that give them the peace of mind to look after the one thing that matters most – their newborn baby.
Like many measures included in the government’s other employment rights reforms, neonatal care leave will be a day one right, meaning that it will be available to an employee from their first day in a new job.
Alongside the leave entitlement, Statutory Neonatal Care Pay will be available to those who meet continuity of service requirements and a minimum earnings threshold.
Speaking directly to the Journal, Robert Holland, head of employment at Aberdein Considine, said: "The new Neonatal Care (Leave and Pay) Act 2023, due to come into force on 6th April 2025, fills a gap in family friendly rights which has caused issues for working families for many years.
"No longer will working families have to choose between spending time with their families, and looking after and caring for sick children. The policy , which gives day one rights for up to 12 weeks paid leave , will apply to approximately 60,000 new parents across the UK”.
Thorntons partner Debbie Fellows, and trainee solicitor Jennifer Harris, spoke to the Journal and shared: "On 20 January 2025, the Department for Business and Trade announced that ‘thousands of working families with babies in neonatal care will be entitled to additional time off as a day one right’. The initiative, which is expected to benefit around 60,000 new parents, is part of the Government’s delivery of its Plan for Change. It aims to support working families and protect working people’s payslips and follows the passing of the Neonatal Care (Leave and Pay) Act in 2023.
"Parents of newborns admitted to neonatal care within the first 28 days and hospitalised for at least seven consecutive days can access the new right which will entitle them to up to 12 weeks of leave on top of other leave benefits like maternity or paternity leave. In terms of pay, Neonatal Care Pay will be available to employees who meet the relevant continuity of service requirements and minimum earnings threshold.
"For most employees this will be a welcome announcement as they will feel comforted by the significant positive impacts of this legislation in promoting a better work life balance, more financial stability and improved mental health. However, employers may be concerned about the impact on them both financially and administratively. As the new measures allow eligible parents to take up to 12 weeks of leave on top of any other leave to which they are entitled, employers will need to think about workforce planning. Employers must also begin thinking about updating their policies and payroll systems to accommodate the new legislation and pay entitlements ahead of the legislation coming into force in less than three months’ time. While the new legislation may appear burdensome to employers, there will be a benefit through the recruitment and retention of employees who value the compassionate and supportive work environment it creates."
You can read more on the UK Government website.