Enhanced Maternity Policy
Enhanced Maternity Policy
Enhanced Maternity Policy
Enhanced Maternity Policy
Nugget Rating
Policy Details
Less than 26 weeks of continuous service - 1 month’s pay of your average weekly earnings
26 weeks to 12 months’ continuous service - 4 months’ pay of your average weekly earnings (inclusive of SMP)
23 weeks of SMP 13 weeks unpaid
More than 12 months’ continuous service - 4 months’ pay of your average weekly earnings (inclusive of SMP)
4 months’ half pay of your average weekly earnings (inclusive of SMP)
7 weeks of SMP 13 weeks unpaid
How long do you have to work at the company to qualify?
26 weeks, further enhanced at 12 months
If you decide to cease employment whilst on leave what is the clawback policy?
No
Policy Details
Full pay for 2 weeks
How long do you have to work at the company to qualify?
26 weeks
If you decide to cease employment whilst on leave what is the clawback policy?
No
Policy Details
Less than 26 weeks of continuous service
1 month’s pay of your average weekly earnings
(Providing that the birth giver has curtailed their Maternity Leave short and hasn’t taken more than 39 weeks of Mat leave)
26 weeks to 12 months’ continuous service
4 months’ pay of your average weekly earnings (inclusive of SMP)
23 weeks of SMP
13 weeks unpaid
More than 12 months’ continuous service
4 months’ pay of your average weekly earnings (inclusive of SMP)
4 months’ half pay of your average weekly earnings (inclusive of SMP)
7 weeks of SMP
13 weeks unpaid
How long do you have to work at the company to qualify?
26 weeks, further enhanced at 12 months
If you decide to cease employment whilst on leave what is the clawback policy?
No
Policy Details
Less than 26 weeks of continuous service
1 month’s pay of your average weekly earnings
You may be entitled to maternity allowance paid by Jobcentre Plus. Please contact them directly to make enquiries
26 weeks to 12 months’ continuous service
4 months’ pay of your average weekly earnings (inclusive of SMP)
23 weeks of SMP
13 weeks unpaid
More than 12 months’ continuous service
4 months’ pay of your average weekly earnings (inclusive of SMP)
4 months’ half pay of your average weekly earnings (inclusive of SMP)
7 weeks of SMP
13 weeks unpaid
How long do you have to work at the company to qualify?
26 weeks, further enhanced at 12 months
If you decide to cease employment whilst on leave what is the clawback policy?
Additional benefits
NEONATAL LEAVE
HOW much neonatal leave and pay you’re entitled to:
There are up to 12 weeks of neonatal leave available for parents of babies which are admitted into hospital as a neonate (28 days old or less).
The leave must be taken in a continuous block of one or more weeks.
Neonatal leave can start as early as the child’s date of birth or from the first date of hospital admission (if it is after the birth date but before the baby is 28 days old), and who have a continuous stay in hospital of seven days or more.
WHAT will you be paid if you’re eligible?
Despite your length of service you will be entitled to up to 12 weeks of full Neonatal pay.
Pregnancy loss
Channel 4 is committed to supporting anyone experiencing pregnancy loss, regardless of their length of service, and whether they are in the office or working remotely. Everyone’s experience is different, please refer to our Pregnancy Loss Policy for further details. Employees are entitled to discuss bespoke arrangements with their line manager and People Partner if needed, based on their individual circumstances.
All types of pregnancy loss:
Two weeks’ paid leave
All employees who have been affected by a pregnancy loss (including partners and those with a surrogate mother) are entitled to a minimum of two weeks’ leave on full pay. Employees can self-certify, without the need for a fit note, using the Absence booking system on Moss. If you require a further
period of absence, details of our Sickness Absence Policy can be found on Moss. Emotional and physical recovery from a pregnancy loss does not have a time limit and employees may find they need to take further sickness leave after having returned to work, which they are entitled to. Employees should not feel judged or discriminated against when requesting time off to recover from loss.
Paid leave for medical appointments
Employees are entitled to paid time off to attend appointments (or to accompany their partners) relating to pregnancy loss which do not fall within an agreed period of leave, including but not limited to medical examinations, scans and tests, and mental health-related appointments. Line managers should recognise that it will not always be possible for employees to arrange these around the demands of their work due to the nature of pregnancy loss, and should support employees in managing the impact of time away from work.
Flexible working
When an employee is not on leave, Channel 4 recognises that flexibility is key to anyone suffering a pregnancy loss, and aims to facilitate flexible working
wherever possible. Channel 4 has an established Flexible Working Policy that can be found on Moss that allows employees to make a permanent change
to their contract. However, should an employee require a more temporary/flexible change, working arrangements could include:
A phased return to work
More breaks and time away from their computer
Flexibility to work in other areas of the building when in the office
Earlier start times and finish times to avoid peak travel times when travelling into the office
A request to reduce working hours on a temporary basis
Turning their camera off when on video calls
These should be discussed and agreed with the employee’s line manager and reviewed on a regular basis to ensure these adjustments continue to meet
the needs of the employee.
Returning to work
Returning to work after pregnancy loss can be incredibly challenging. Employees are encouraged to have an ongoing discussion with their line manager about necessary adjustments (see ‘Flexible Working’ above). A buddying arrangement between an employee and someone who will have been specially trained in pregnancy loss, is also available. Employees are welcome to approach their People Partner directly about this, or can contact 4Women or Channel 4’s Pregnancy Loss Champion, for a confidential discussion in the first instance if preferred. The buddying arrangement can be tailored to the employee, and can consist of weekly or daily check-ins, depending on the employee’s wishes.