Policy

Neonatal Care leave policy

This policy outlines the procedure for Neonatal Care leave

Updated on 3 April 2025

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The University understands that it may be necessary for families to take time off work to be with their newborn child whilst receiving Neonatal Care. 

The Neonatal Care Leave and Miscellaneous Amendments Regulations 2025 provides an entitlement up to 12 weeks’ extra leave, which staff may be entitled to (Statutory Neonatal Care Pay (SNCP), to support them in these difficult times.

The new measures ensure employed parents can focus on supporting their new family and having the time off they need. 

  1. What is Neonatal Care? 

    1. For the purposes of this policy, neonatal care is care of a medical or palliative kind (including end of life care), lasting for at least 7 consecutive days (not counting the day on which the neonatal care starts), starting within 28 days of the baby's birth or placement

  2. Eligibility

    1. The new rights are available to both parents. To be eligible:
      • The staff member must be the parent of a baby receiving neonatal care or the partner of the parent and must have, or expect to have, responsibility for the child's upbringing.
      • The newborn baby receives at least 7 consecutive days of neonatal care within 28 days of their birth or placement.
      • Comply with the notice requirements (where possible)
    2. To be eligible for neonatal care pay, parents must have 26 weeks of continuous service. The 26 weeks must be completed before the “relevant week”. They must still be in employment in the week before neonatal care starts.
    3. NCL is a ‘day one’ employment right and applies to staff members of the University who are parents of babies that are admitted into hospital within 28 days of their birth and who have a continuous/uninterrupted, stay in hospital of seven full days or more (counted from the day after the neonatal care started).
    4. Eligible employees can take a minimum of one week’s leave for each week that the baby receives neonatal care, without interruption, capped at 12 weeks. NCL can be taken only after the child has received seven days of uninterrupted care, counted from the day after the neonatal care started (i.e. days 2-8 are the qualifying period for NCL, and an employee is able to start NCL from day 9).
    5. NCL must be taken within 68 weeks of the baby’s birth (or placement/entry into Great Britain for adoption cases). NCL cannot be claimed twice by the same employee in respect of multiple births where the babies are receiving care at the same time - the maximum amount of leave remains at 12 weeks. 

  3. Tier 1 and Tier 2

    1. Neonatal Care Leave is classified under the NCL Regulations as either ‘Tier 1’ or ‘Tier 2’, based on when it is taken, as follows:
    • Tier 1 (during neonatal care): this can be taken when the child is in neonatal care or within the first week after discharge. During this time, NCL can be taken in individual week long blocks with short notice.
    • Tier 2 (after neonatal care ends): this is available after the child has left neonatal care and must be taken in one continuous block at any time from the child’s discharge up to 69 weeks after birth. 

    The tier 1 and tier 2 periods of leave have different notification requirements (See point 5).

  4. Interaction with other Family leave policies

    1. Neonatal Care Leave is in addition to The University’s statutory family leave policies such as Maternity, Paternity/Partner leave, Adoption, Surrogacy and Shared Parental Leave. Where other statutory leave has already started, NCL should be taken at the end of that period e.g. at the end of maternity leave. Where NCL has started before the employee starts another type of statutory leave, their NCL comes to an end when the other statutory leave begins, and any remaining entitlement can be taken after the other statutory leave ends.

      For further information, read our Neonatal Care Guidance.

  5. Notice requirements 

    • Tier 1: Requirements during this period reflect the fact that leave will often be needed due to unforeseen and emergency circumstances. During the tier 1 period, for each week of NCL wishing to be taken, the employee should notify their manager by email/phone preferably before the first day of absence in that week. However, we understand that this is likely to be a challenging time, so give notice as soon as reasonably practicable to do so.
    • Tier 2: As this type of leave is taken after the neonatal care has ended, there is usually more notice available. The University asks for staff to notify their manager, by email/phone, ideally at least 15 days’ notice for one week of NCL or a minimum of 28 days’ notice before the first day of NCL for longer periods. Again, if this isn’t possible, we ask for notice to be given as soon as reasonably practicable.
    1. Neonatal Care Leave is an automatic entitlement, providing the criteria is met and the line manager has been informed.
    2. A Letter from the manager will be issued to confirm what's been agreed.
    3. The employee should notify their manager once the baby has been discharged from neonatal care. The line manager should take a note of the date the baby was discharged. 

  6. Returning to work:

    1. Other than the employee’s normal pay, which is replaced by statutory neonatal care pay (SNCP) if they are entitled to it, all terms and conditions of employment remain in place during Neonatal Care Leave (NCL), including the accrual of annual leave and pension rights.  The employee will also have the right to return to the same job after a period of NCL (or a combined period of NCL and another form of qualifying family-related statutory leave, e.g. maternity leave) if they are absent from work for a total period of 26 weeks or less.
    2. An employee who returns to work after a longer period of absence is entitled to return to the job in which they were employed before the absence or, if this is not reasonably practicable, to another job that is both suitable and appropriate for the employee to do in the circumstances.

  7. Support

    The University recognises the emotional difficulties which arise from premature births and situations where a newborn is immediately hospitalised after birth. To support and navigate through this difficult period, the below resources are available:

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