The arrival of a new baby should be a time of happiness for any family. But for some it is instead a time of worry and concern. According to the charity Bliss, over 90,000 babies are cared for annually in neonatal units in the UK, either because they are born prematurely or or because they are born at their full-term but are, for whatever reason, born with an illness. In total, that amounts to one in seven babies born in the UK every year.
Some forward thinking employers already recognise that this could have a significant impact on their employees, and offer support. Research by Brightmine in 2024 suggested that just over a quarter of surveyed employers offer some form of paid neonatal care leave, with five being the median number of days.
But from 6 April this year, all employers will have to provide up to 12 weeks of neonatal care leave should a new born after that date require care. So, even those employers who have recognised this issue for some time will have to revisit their guidance on neonatal care leave.
A new approach to new borns
Broadly, neonatal care leave is to be available to all employees whose child is born on or after 6 April 2025. This will be regardless of the employee's length of service; however, there will be a qualifying period for statutory neonatal care pay.
The leave is designed to assist new parents whose baby requires care in hospital – or if care is provided in another location, provided:
1. The child was an inpatient and care continues to be administered once they leave hospital
2. The care is under the direction of a consultant
3. The care includes ongoing monitoring and visits to the child from healthcare professionals.
The leave is available to the parents of a child whose neonatal care starts within a period of 28 days from the date of birth, and where the care lasts for a period of at least seven days.
Supporting you whatever happens
These are just some of the provisions. To give you a complete insight into the new approach to neonatal care leave, Brightmine has created a detailed assessment which you can download here.
Whatever the eventual outcome, HR teams can rest assured that Brightmine will keep you up to date with these changes – and be ready to provide the resources to ensure that your organisation can implement the new right smoothly and efficiently. We’ve built a reputation over two decades for providing not only efficient and effective advice but also the tools and support required to implement whatever legislative changes finally come to pass. That’s advice and support you can rely on – and systems that enable you to be fully compliant.
Rest assured we’ll tell you what you need to know, when you need to know it.
To find out more and keep yourself up to date, visit our website.
