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Which earnings period is taken into account when calculating entitlement to statutory adoption pay? Can an employer contact an employee on adoption leave to ask if and when he or she intends to return to work? 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? What notice and evidence is an employee required to provide to receive statutory adoption pay in relation to a child adopted from within the UK? Does an employee due to take paid statutory adoption leave in relation to a child adopted from within the UK still qualify for adoption pay if the employee leaves the employment before the leave is due to start? How should an employer respond to an employee's notice of intention to take statutory adoption leave? What are the possible consequences where an employer fails to confirm the end date of an employee's statutory adoption leave? Can an employee vary the start date of adoption leave? Where an employee has given notice to vary the start date of his or her adoption leave, how should the employer respond? Where an individual has been employed on a fixed-term contract to cover adoption leave, can the employer terminate the contract if the employee on adoption leave decides to return early?
Yes, an employee who intends to return to work early from adoption leave must give at least eight weeks' notice of the date on which he or she intends to return.
If an employee attempts to return early without giving the required notice, the employer can postpone his or her return to a date that secures at least eight weeks’ notice, but cannot postpone the return to a date that is after the original return date.
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