Summary of Family Friendly Rights

Listed below is a summary of family friendly rights, it gives a quick reference for the qualifying period and current rates for each of the family friendly rights (with some additional notes). 

The rates relating to family friendly rights are reviewed annually and generally increase in April of each year. 
 
Maternity, Paternity & Adoption: Calculator for Employers
 
There is a useful calculator available on the Gov.UK website which can help you to calculate your employee’s SMP, paternity pay or adoption pay – please click here.

Family Friendly Facts & Figures from 4th April 2021

SMP/SAP/OSPP rates £151.97 per week and the lower earnings limit is to £120.00 per week. 
  Qualifying Period Rate Notes
Statutory Maternity Pay (SMP)  

26 weeks by the end of the 15th week before the expected week of childbirth; and average earnings at or above £120* per week.

*From April 2022 this will increase to £123 per week.

90% of average earnings for 6 weeks followed by £151.97** or 90% of average weekly earnings if lower. 

**From April 2022 this will increase to £156.66 per week.

All employees have the right to 26 weeks Ordinary Maternity Leave, followed immediately by 26 weeks' Additional Maternity Leave.

SMP is paid for 39 weeks.  
Statutory Adoption Pay (SAP) No qualifying period for leave, but must have worked continuously for 26 weeks ending with the week in which they are notified of being matched with a child for adoption to qualify for SAP.

90% of average earnings for 6 weeks followed by £151.97** or 90% of average weekly earnings if lower.

**From April 2022 this will increase to £156.66 per week.

All employees have the right to 26 weeks Ordinary Adoption Leave, followed immediately by 26 weeks' Additional Adoption Leave.

SAP is paid for 39 weeks. 
Ordinary Statutory Paternity Pay (OSPP) 

26 weeks by the end of the 15th week before the expected week of birth, or by the end of the week notified of match for adoption; and average earnings at or above £120* per week.

*From April 2022 this will increase to £123 per week.

One or two consecutive weeks at £151.97** or 90% of average weekly earnings if lower. 

**From April 2022 this will increase to £156.66 per week.

 Leave to be completed within 56 days of birth or adoptive placement. 
Shared Parental Leave

26 weeks by the end of the 15th week before expected week of childbirth; and average earnings at or above £120* per week.

*From April 2022 this will increase to £123 per week.

£151.97** or 90% of average weekly earnings if lower. 

**From April 2022 this will increase to £156.66 per week.

There are detailed qualifying requirements that both the mother and father must meet.

There are separate qualifying requirements in an adoption situation. 
Parental Leave  One year  18 weeks' unpaid leave in respect of children under the age of 18.

Male or female employees with parental responsibility for a child qualify.

Leave to be taken in one-week blocks (can be taken one day at a time or in multiples of one day if the child is disabled). Leave limited four weeks’ pay per annum.

Right available to each parent in respect of each child.  
Parental Bereavement Pay

26 weeks by the week before the week in which the child passes away, must still be employed by the Company on the day on which the child dies and have average earnings in the eight weeks up to the week before the child’s death that is no less than the lower earnings limit of £120* per week.

*From April 2022 this will increase to £123 per week.

£151.97** or 90% of average weekly earnings, if lower.

**From April 2022 this will increase to £156.66 per week.

 All employees who have suffered the loss of a child under the age of 18 or parents who suffer a stillbirth after 24 weeks of pregnancy. Entitled to a single block of two weeks or two separate blocks of one week, which must be taken within 56 weeks of the child passing.
Flexible Working   26 weeks Normally a change in working hours will mean a proportionate change in pay e.g. if an employee requests to reduce their hours as part of their flexible working request, their salary will be reduced on a pro rata basis. 

Consideration will be given to all employees who have been continuously employed by the Company for at least 26 weeks at the date of their application and who have not made another request to work flexibly during the previous twelve months.
Emergency (domestic) Leave  No qualifying period Unpaid 

Time off is available in order for you to deal with the immediate situation and to make longer-term arrangements as necessary.