Who we are
News
Several changes took effect in April 2025, with further developments expected over the next 12–18 months as Parliament continues to release updates on the Employment Bill. We will keep our Schools and Trusts informed via our social media channels, and for clients, through regular review meetings.
Below is a summary of the confirmed changes introduced in April 2025.
Statutory Neonatal Care Leave (NCL) came into effect on 6th April. This new entitlement allows parents additional time – separate from maternity, paternity or shared parental leave – to bond with and care for their baby whilst they are receiving neonatal care.
Under the new legislation, eligible employees will have a ‘Day 1’ right to take up to 12 weeks of paid Neonatal Care Leave if their baby requires neonatal care for at least seven consecutive days within the first 28 days after birth.
The leave is capped at 12 weeks and must be taken in one-week blocks, corresponding to each full week the baby receives continuous neonatal care.
To qualify for Statutory Neonatal Care Leave Pay (SNP), employees must have at least 26 weeks of service and meet the minimum earnings threshold, which will be aligned with statutory maternity and paternity pay. Employees who do not meet the earnings criteria may still be entitled to unpaid leave.
What notice will be required?
To provide flexibility in who can take the leave and when, a tiering system has been introduced with differing notice requirements:
Schools or Trusts can, however, agree to waive the notice requirements for the employee.
What next?
For Schools and Trusts, the new neonatal entitlement requires an update to HR policies and payroll systems to accommodate statutory neonatal care leave and pay entitlements. Schools and Trusts should have reviewed and amended their current family leave policies to ensure compliance with the legislation that came into force on 6 April 2025.