Stokers A5 Handbook Policies APR24

Employees must also provide, at the same time as the End Notice, an Opt-in Notice (see below) or a written declaration that the other person intending to take SPL has given their employer an Opt-In Notice. If the other person has submitted an Opt-In Notice to their employer, the employee must declare that they have also given the other person’s employer all the necessary declarations. The End Notice is usually binding and cannot be withdrawn. An employee can only withdraw an End Notice if their maternity or adoption leave has not yet ended, and: • They realise that neither they nor the other parent, their partner or co-adopter is eligible for SPL or statutory shared parental pay. Here, the End Notice can be withdrawn in writing up to 8 weeks after it was given; • If they are the child’s mother and gave the End Notice before giving birth, they can withdraw it in writing within 8 weeks of giving it or up to 6 weeks after the birth (whichever is later); or • If the other parent, their partner or co-adopter has died. If an employee withdraws an End Notice they cannot submit a new one, unless they are the child’s mother and gave the End Notice before giving birth and withdrew it in accordance with the above timescales. In birth cases, if the employee is the child’s father or the mother’s partner, the employee will only be able to take SPL once the mother has given one of the following notices: • An End Notice to her employer to end maternity leave and statutory maternity pay; or • If she is not entitled to maternity leave or statutory maternity pay, an End Notice to the benefits office to end her maternity allowance. Notice 2: Opt-In Notice The employee must submit a written “Opt-in Notice” to Stokers confirming: The following basic information: • Their name, and the name of the other parent or co-adopter. • The expected date of childbirth, or the date on which they were notified of having been matched with the child and the date on which the child is due to be placed with them or any co-adopter. The following dates: • If the employee is the child’s mother, the start and end dates of their maternity leave. • If the employee is the child’s father or the mother’s partner, the start and end dates of the mother’s

maternity leave, or if she is not entitled to maternity leave, the start and end dates of any statutory maternity pay or maternity allowance period. • If the employee is the child’s adopter, the start and end dates of their adoption leave. • If the employee is the child’s co-adopter, the start and end dates of the other co-adopter’s adoption leave. Their SPL entitlement and desired SPL pattern: • The total SPL available in the employee’s case, which is 52 weeks minus the number of weeks’ maternity leave (or the statutory maternity pay, maternity allowance or statutory adoption pay period) which has been or will be taken. • How much SPL will be allocated to the employee and how much will be allocated to the other parent or co-adopter. Employees can change the allocation on further written notice. Employees do not have to use their full SPL allocation. • A preliminary indication of any pattern of SPL the employee would like to take, including suggested start and end dates for each period of leave. Employees cannot start SPL until at least 2 weeks after the child is born or placed with them for adoption. Employees can change the pattern on further written notice. Their statutory shared parental pay entitlement: • If the employee is claiming shared parental pay (“ShPP”), the total numbers of weeks of ShPP available in their case. This is 39 weeks minus the number of weeks that statutory maternity pay, maternity allowance or statutory adoption pay has already or will be paid. • How much ShPP will be allocated to the employee and how much will be allocated to the other parent or co-adopter. Employees can change the allocation on further written notice. Employees do not have to use their full ShPP allocation. Declaration: • The declarations required by the employee and the other person intending to take SPL that they both meet the statutory conditions for SPL and ShPP. An employee who makes a false declaration about an entitlement to SPL and/or ShPP will be subject to disciplinary action. • If requested by the business, employees must also provide the following information with their Opt-in Notice: • A copy of the child’s birth certificate or the documents notifying them and/or the co-adopter

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