As of now (October 2014), all Employees have the statutory right to time off to attend antenatal appointments if they are in a 'qualifying relationship' with a pregnant woman.
It is at the discretion of the Employer as to how to treat this with regards to salary and as such, the Employee must ask their manager or HR first. The Employer may adopt a paid leave, or request the Employee uses annual eave, or even treat it as unpaid time off (this final point may become the norm). However, the Employer must utilise one approach and make it clear to all Employees how this rule is to be applied in the future, so as not to create potential issues by potentially changing the goal posts.
If you have any further questions regarding the new legislation please do not hesitate to give me a call.
David Carney MAAT MIP
It is at the discretion of the Employer as to how to treat this with regards to salary and as such, the Employee must ask their manager or HR first. The Employer may adopt a paid leave, or request the Employee uses annual eave, or even treat it as unpaid time off (this final point may become the norm). However, the Employer must utilise one approach and make it clear to all Employees how this rule is to be applied in the future, so as not to create potential issues by potentially changing the goal posts.
- Qualifying relationship being the pregnant woman's husband, partner or civil partner, the father of the child, the parent of the child or an intended parent where specific conditions are met.
- Absence from the workplace is a maximum of six and a half hours per appointment.
- The appointment must be with a medical practitioner, midwife or nurse.
- This right begins as soon as the employee joins the company and there is no 'qualifying period'.
If you have any further questions regarding the new legislation please do not hesitate to give me a call.
David Carney MAAT MIP
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