Day One Right to Neonatal Care Leave and Pay: What Employers Need to Know
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The guidance for employers is changing, stay up to date so you’re staying compliant and your staff are being treated fairly.
What Is Changing for Families in the UK?
From 6th April 2025, the government is providing working parents whose babies are admitted into neonatal care entitlement to a new statutory right: Neonatal Care Leave and Pay.
This marks a significant shift in employment law legislation, offering critical support to families during what is an extremely stressful and uncertain time.
Until now, there has been no dedicated legal provision in place, often leaving parents forced to use annual leave, sick leave or even return to work while their newborns receive hospital care. But, the good news is this is changing.
Who Is Eligible for Neonatal Care Leave Pay?
The right to Neonatal Care Leave will apply to parents of babies admitted to neonatal care within the first 28 days of life, where the baby requires a continuous hospital stay of at least seven days.
Eligible parents will be able to take up to 12 weeks of leave, and importantly, this leave will be in addition to other family-related leave entitlements, such as maternity, paternity, or shared parental leave.
This ensures that parents can focus on the wellbeing of their newborn without sacrificing their statutory or contractual leave.
Pay Entitlement and Qualifying Criteria
In addition to time off, Statutory Neonatal Care Pay will be introduced for those who meet the required service and earnings thresholds.
This will provide eligible employees with financial support during their leave period. While full details of the qualifying criteria will be set out in the new legislation, employers should begin preparing for implementation now by familiarising themselves with the likely conditions and ensuring payroll systems can accommodate the changes.
What Employers Should Do Next
With the introduction of Neonatal Care Leave and Pay fast approaching, employers are strongly advised to review their internal policies and employment handbooks to ensure they reflect this new statutory right.
Updates may be required to family leave procedures, payroll protocols, and manager training to ensure compliance and clarity across the organisation.
Legal advice may also be beneficial in navigating any policy updates and preparing for employee queries.
At BBS Law, our employment law team can assist you in understanding and implementing these upcoming changes. Whether you need help updating your policies or have questions about how the new rules apply to your workforce, we’re here to help.
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