Neonatal Care Leave for GP Practices: What You Need to Know
New Legal Entitlements for Neonatal Care Leave and Pay
From 6 April 2025, the UK government will introduce new statutory entitlements for parents whose newborns require neonatal care under the Neonatal Care (Leave and Pay) Act 2023. This law grants eligible employees up to 12 weeks of Neonatal Care Leave (NCL) in addition to existing parental leave entitlements. Employees with at least 26 weeks of service who earn above the lower earnings limit will also qualify for Statutory Neonatal Care Pay (SNCP).
For NHS GP practices, this means ensuring compliance with these new legal requirements and updating workplace policies accordingly. Below is a ready-to-use policy template tailored for GP practices, ensuring that your organisation is aligned with the upcoming legislation.
Neonatal Parental Leave Policy
Effective Date: 6 April 2025
Review Date: [Insert Review Date]
Practice Name: [Insert Practice Name]
1. Purpose
This policy outlines the entitlement and process for employees of [Insert Practice Name] to take neonatal care leave and pay in accordance with the Neonatal Care (Leave and Pay) Act 2023. This policy ensures that eligible employees receive the necessary support during challenging times when their newborn requires neonatal care.
2. Eligibility
Employees are eligible for Neonatal Care Leave (NCL) if they meet the following criteria:
The employee has a qualifying relationship with the baby, such as being the parent, intended parent (e.g., under a surrogacy arrangement), or the partner of the child's mother.
The baby is admitted to neonatal care within 28 days of birth and requires at least seven consecutive days of neonatal care.
NCL is a day-one right, meaning there is no minimum length of service required to take the leave.
Employees who have at least 26 weeks of continuous service and earn above the lower earnings limit (currently £123 per week) are also entitled to Statutory Neonatal Care Pay (SNCP).
3. Duration & Timing of Leave
Eligible employees may take up to 12 weeks of neonatal care leave.
The leave entitlement is one week for each week the baby receives neonatal care, up to a maximum of 12 weeks.
Neonatal care leave must be taken within 68 weeks of the baby's birth.
This leave is in addition to any existing maternity, paternity, or shared parental leave entitlements.
4. Statutory Neonatal Care Pay (SNCP)
Employees eligible for SNCP will receive the statutory rate, which from April 2025 will be £187.18 per week or 90% of their average weekly earnings, whichever is lower.
5. Notification Requirements
To request neonatal care leave, employees must:
Notify [Insert Practice Name] as soon as possible, providing written confirmation of the baby's hospital admission and expected duration of neonatal care.
Confirm the intended leave dates and any changes promptly.
Provide evidence of entitlement if required, such as a hospital admission document.
6. Impact on Other Leave Entitlements
Neonatal care leave is separate from and does not reduce maternity, paternity, or shared parental leave entitlements.
Employees can take neonatal care leave after maternity or paternity leave if needed.
If both parents qualify for NCL, each is entitled to take their own leave independently.
7. Rights and Protections During Leave
Employees taking neonatal care leave are entitled to:
Job Protection: The right to return to the same or a similar role after the leave period.
Continuous Service: NCL counts as continuous service for employment rights, including pension contributions and annual leave accrual.
Protection from Dismissal or Discrimination: Employees cannot be dismissed or disadvantaged for taking neonatal care leave.
8. Employer Responsibilities
[Insert Practice Name] is committed to supporting employees during neonatal care leave by:
Ensuring compliance with statutory requirements.
Providing clear guidance on how to apply for leave and pay.
Maintaining confidentiality regarding employees’ circumstances.
Training managers to handle neonatal care leave requests fairly and consistently.
9. Further Guidance & Support
For more information or to discuss neonatal care leave arrangements, employees should contact [Insert HR Contact or Line Manager].
This policy will be reviewed periodically to ensure compliance with legislative updates and best practices.
Approved by: [Insert Name/Role] Date: [Insert Date]
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The BMA’s Push for Enhanced Provisions for GPs
While the Neonatal Care (Leave and Pay) Act 2023 provides much-needed statutory protections, the British Medical Association (BMA) has called for more generous entitlements specifically for GPs. Their policy recommendations for 2024-2025 include:
Paid statutory parental leave for the full duration of inpatient neonatal admission for both parents.
Occupational parental leave for prematurity to be paid at full salary for GPs during the entire neonatal admission.
Enhanced Shared Parental Leave provisions for employed GPs.
If these recommendations were to be adopted, the neonatal leave policy for GP practices would need to be revised to include:
Extending statutory neonatal leave beyond 12 weeks for employed GPs if the baby remains in neonatal care.
Paying neonatal leave at full salary rather than the statutory rate for employed GPs.
Strengthening shared parental leave provisions to allow both parents to take extended paid time off simultaneously.
While these changes are not yet law, GP practices should stay informed, as the BMA continues to advocate for stronger parental leave rights for GPs.
Conclusion: Compliance Today, Potential Enhancements Tomorrow
The Neonatal Care (Leave and Pay) Act 2023 represents a positive step in supporting parents of newborns requiring neonatal care. The policy template provided above ensures NHS GP practices comply with the legal minimum requirements that take effect from April 2025.
However, the BMA’s campaign for enhanced occupational neonatal leave and full-pay provisions for GPs highlights the possibility of future improvements. GP practices should be aware of these developments and consider how they might impact their policies moving forward.
For now, ensuring that your practice’s neonatal leave policy is up-to-date and in full compliance with the new legislation is the key priority.
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Disclaimer
This article is for informational purposes only and does not constitute legal advice. It is intended to help GP practices understand upcoming changes in neonatal care leave and pay. For specific guidance, GP practice managers and partners should consult employment law/HR specialists and refer to official BMA maternity and parental leave resources.