What notice and evidence is an employee required to provide to take statutory adoption leave in relation to a child adopted from within the UK?
An employee who is adopting a child from within the UK must give notice of his or her intention to take statutory adoption leave no more than seven days after he or she is notified of having been matched for adoption. If this is not reasonably practicable, the employee must give notice as soon as is reasonably practicable. The employee must give the employer notice of the expected date of the placement and of the date on which he or she intends to begin adoption leave. The notice must be in writing if the employer requests this.
The employee can choose to start the adoption leave period on the day on which the child is placed with him or her for adoption, or on a specified date that is no more than 14 days before the expected date of placement and no later than that date.
These provisions mean that the employer may have little notice of the employee's adoption leave, as there may be only a short period of time between the employee being notified of the match for adoption and the child being placed with him or her.
If the employer requests it, the employee must also provide evidence, in the form of one or more documents issued by the adoption agency, of the name and address of the agency; the date on which the employee was notified of the match; and the date on which the agency expects to place the child with the employee. The employer cannot request documentary evidence of the name and date of birth of the child.