Let's take a look at some of the terminology used in the field of maternity, paternity and adoption rights:
The Agenda for Change handbook contains the national agreements on pay and conditions of service for NHS
Additional Maternity Leave. All pregnant employees are entitled to 52 weeks maternity leave. AML is the last 26 weeks of that leave.
Compulsory Maternity Leave. Women must take two weeks of maternity leave (or four weeks if they work in a factory) following the birth of their baby.
Expected Week of Childbirth. EWC is the week beginning on a Sunday in which it is expected that your baby will be born.
Keeping In Touch days. KIT days allow employees to work for up to 10 days during the 52 week period of maternity leave.
The MATB1 is the maternity certificate and verifies the pregnancy and confirms the expected week of childbirth (EWC). Your midwife or doctor will provide you with the MATB1. You will need to give a copy of the MATB1 to prove your pregnancy in order to get SMP.
Ordinary Maternity Leave. All pregnant employees are entitled to 52 weeks maternity leave. OML is the first 26 weeks of that leave.
Occupational Maternity Pay. Your contract or employer’s policies will tell you if you are entitled to pay over and above SMP. There may be repayment rules if you do not return to work.
The qualifying week is the 15th week before the expected week of childbirth (EWC). This is around the 26th week of pregnancy. You can work out your qualifying week by finding the Sunday before the date your baby is due – or if due on Sunday, then this is the Sunday you choose – and count 15 Sundays back from there. The qualifying week is important when deciding if you are entitled to leave and pay.
This is an eight week period used to calculate average weekly earnings for SMP. This period is the eight weeks ending with the last payslip you receive before the end of the qualifying week (see above). You can calculate your entitlement to SMP using the government’s calculator.
Shared Parental Pay gives eligible parents the opportunity to share pay during the child's first year. It is available in Scotland, England and Wales. If you do not return to work after maternity leave, you will not have to pay this back. Use the government’s calculator to find out if you are eligible for ShPP.
Employees can start Shared Parental Leave ShPL if they’re eligible and they or their partner end their maternity, paternity or adoption leave early. The remaining leave would be available as SPL. Use the government’s calculator to calculate ShPL.
Statutory Maternity Pay. SMP is paid by your employer, just as your wage is. It is paid for 39 weeks. If you do not return to work after maternity leave, you will not have to pay this back. Use the government’s calculator to find out if you are eligible for SMP.
Statutory Paternity Leave. An employee must take his SPL within 56 days of the date of the child’s birth. The rules are different if a child is born prematurely (before the EWC). SPL can be taken for a period of one week or two weeks in a continuous block. Use the government’s calculator to calculate SPL.
Shared Parental In Touch days. Each parent is allowed up to 20 SPLIT days during shared parental leave. You cannot insist on working SPLIT days.
Statutory Paternity Pay. SPP is payable for the two week statutory paternity leave period at the standard rate, or 90% of average weekly earnings if lower than the standard rate. If you do not return to work after maternity leave, you will not have to pay this back. Use the government’s calculator to find out if you are eligible for SPP.