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Where an employee has been absent on maternity leave must she return to work for a particular period of time before qualifying for another period of maternity leave and pay?

No. A woman will be entitled to another period of maternity leave, even if she becomes pregnant again while on maternity leave. Depending on when the second baby is due this could mean that she returns to work for a short period of time before starting her second period of maternity leave. Alternatively, she might not have to return to work at all. This is more likely to be the case if she extends her absence by taking a period of parental leave following on immediately after her maternity leave or has some accrued holiday to use up.

The employee will not necessarily be entitled to statutory maternity pay during the second period of maternity leave. This is because to qualify for statutory maternity pay her average weekly earnings during the eight weeks up to and including the qualifying week must be at least the lower earnings limit for national insurance contributions.

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Where an employee takes annual leave prior to her maternity leave, but gives birth early, will her maternity leave still start after the period of annual leave?

Can an employee take a period of paid holiday in between her ordinary maternity leave and additional maternity leave?

How does an employer determine an employee's right to statutory maternity pay?

Which individuals are excluded from the right to claim statutory maternity pay?

Where a pregnant employee has two jobs will she be entitled to statutory maternity pay from each employer?

How is statutory maternity pay calculated?

What is included in an employee's "normal weekly earnings" for the purposes of calculating statutory maternity pay?

Can an employee who does not have average weekly earnings of at least the lower earnings limit for national insurance purposes claim any financial assistance throughout her maternity leave?

If a part-time employee temporarily increases her hours for a period prior to her maternity leave, on what basis should her maternity pay be calculated?

How is statutory maternity pay calculated when there is a salary-sacrifice arrangement in place?

Can an employee who has not been employed by her employer for 26 weeks by the qualifying week claim any financial assistance throughout her maternity leave?

Can an employer offer an employee less money for alternative work during her pregnancy where she cannot do her normal job because of the risks involved?

Should allowances such as travel allowances and car allowances be used in the calculation of statutory maternity pay?

If an employee is in receipt of sick pay during the period for the calculation of statutory maternity pay, is her maternity pay calculated on her actual pay or the pay that she would normally have received?

Where an employee in the early stages of pregnancy is taking regular time off sick how should the employer handle the situation?

Where a pregnant employee who is off sick with a pregnancy-related illness has used up her company sick pay entitlement is there any obligation on the employer to pay her at her normal rate of pay?

Where an employee is off sick when her maternity leave is due to start will her sick pay continue or will she transfer to maternity pay?

Does an employee still qualify for statutory maternity pay if she leaves her employment?

If an employer dismisses a pregnant woman for gross misconduct must it still pay her maternity pay?

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