Neonatal Care Leave and Pay: What Employers Need to Know

From 6th April 2025, the UK Government is introducing a transformative new statutory right to Neonatal Care Leave (SNCL) and Neonatal Care Pay (SNCP). This new legislation is designed to provide vital support to employees during one of the most challenging times: when their child requires neonatal care.

For employers, this new statutory right introduces important obligations—and it’s crucial to be prepared. Let’s break down the key details and what this means for your business.

Key Features of Neonatal Care Leave (SNCL) and Pay (SNCP)

1. Day-One Right for Leave
   Employees will be entitled to Neonatal Care Leave from their first day of employment, making it a ‘day-one right’. This is designed to provide immediate support to any employee with a qualifying relationship to the child.
   A qualifying relationship will include parents or those with a defined personal connection to the child, though the specific details will be set out in regulations.
2. Neonatal Care Definition
   This entitlement applies to situations where a baby requires medical or palliative care within the first 28 days after birth, lasting at least seven continuous days (beginning the day after-care starts).

Leave Duration and Timing

The length of Neonatal Care Leave will depend on the duration of neonatal care required, but employees will be entitled to between 1 and 12 weeks of leave.
This leave can be taken flexibly up to 68 weeks after the child’s birth, allowing it to fit around other family-related statutory leave entitlements such as maternity, paternity, or shared parental leave.

3. Neonatal Care Pay (SNCP)
   Eligible employees can also receive Neonatal Care Pay if they meet the following conditions:
   • Continuous Service: They must have 26 weeks of continuous service with the same employer.
   • Minimum Earnings Threshold: They must meet the minimum earnings threshold, similar to other statutory pay entitlements (e.g., statutory maternity pay).
   SNCP Rate: Employees will be paid at the statutory rate for up to 12 weeks of Neonatal Care Leave.
4. Employee Rights During Leave
   Employees on Neonatal Care Leave will:
   • Retain their contractual terms and conditions, excluding pay.
   • Have the right to return to their original role, or a suitable alternative if their original role is no longer available.
5. Notice and Evidence Requirements
   The rules around notifying employers are designed to reflect the urgency and unpredictability of neonatal care situations:
   • Informal Notice: Employees can give informal notice if leave is required soon after a baby’s hospital admission.
   • Formal Notice: For leave taken later, at least one week’s notice will be required, supported by evidence of eligibility (e.g., hospital records).
6. Protection Against Redundancy and Dismissal
   Employees on Neonatal Care Leave will have the same protections as those on maternity, paternity, or shared parental leave. This means:
   • Protection Against Unfair Dismissal: Employers must not treat employees less favourably for taking SNCL.
   • Redundancy Protection: If a redundancy situation arises, the employee must be offered a suitable alternative role if available.

What Should Employers Do to Prepare?

This new legislation marks an important shift in family-related rights. Here are some practical steps for employers to take before April 2025:

1. Review and Update Policies: Ensure your employee handbooks and family leave policies reflect the introduction of SNCL and SNCP.
2. Train Managers: Managers and HR teams will need to understand these new rights to handle requests sensitively and in compliance with the law.
3. Plan for Flexibility: With the possibility of up to 12 weeks of leave, ensure your workforce planning can accommodate employees taking Neonatal Care Leave.
4. Communicate Clearly: Keep employees informed about their rights and provide clear guidance on the process for applying for Neonatal Care Leave and Pay.
5. Review Payroll Systems: Ensure your payroll system can process statutory Neonatal Care Pay and calculate leave accurately.

Why This Matters for Your Business

The introduction of Neonatal Care Leave and Pay is a welcome step forward in supporting employees during emotionally and physically challenging times. For businesses, it provides an opportunity to foster a culture of care and trust, which can improve employee engagement and loyalty.
By proactively preparing for these changes, you can ensure compliance with the law, avoid disputes, and demonstrate that your organisation values the wellbeing of its people.

Need Support with Policy Updates?

This new statutory right may feel like just one more thing on your plate—but it doesn’t have to be. At enlightenHR, we’re here to help you navigate these changes with confidence.
Whether you need help updating your family leave policies, training your team, or planning for workforce flexibility, we’ve got you covered.

Contact us today for a confidential chat about how we can help.

Need Advice?

If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com