If one of your team is growing their family, there are a number of obligations you have as an employer.

Firstly, it is important to remember the 4 main types of statutory leave employees can be entitled to:

• Maternity Leave – expectant mothers
• Adoption Leave – primary adopter / carer
• Paternity Leave – expectant fathers or secondary carers
• Shared Parental Leave – Sharing maternity / adoption leave

You probably already thought about Maternity and Paternity, but families are shaped and created in many different ways, as a business owner you might have to support all of them!

Fortunately the basics are the same – be supportive, understanding, empathetic and follow a process!

As soon as an employee tells you they are expecting a new arrival, you can start planning for their leave and considering the support which you may need to provide, as well as your legal obligations.

Once you have figured out the basics;

• Your pay policy (following statutory minimums)
• Period of leave
• Arrangements for cover

You will also need to consider the impact on the employee, from helping them prepare and accommodating any necessary time off for appointments through to keeping in touch while they’re away from the office and finally their reintegration to the business following their leave.

How much detail you need to cover will, of course, depend on how long the employee plans to be away from the office, anywhere from 1 week to 1 year!

To make the process as positive (and easy to manage) as possible, the best thing you can do is get some basic policies and processes in place so when the time comes, you will know exactly what to do.

Busi People Partners can provide support managing family leave, reviewing or creating policies and procedures and providing training to you & your management team.