Adoption leave meaning

Legislation safeguards the pension entitlements of members of occupational pension schemes and other employment‑related benefit arrangements, including workplace personal pension schemes that receive employer contributions, while they are away from work on statutory family leave. Statutory family leave encompasses: maternity leave paternity leave adoption leave parental leave shared parental leave parental bereavement leave carer’s leave Maternity leave Occupational pension schemes are taken to include a maternity equality rule requiring periods when a member is on maternity leave to be treated in the same manner as periods when they are not on maternity leave. This maternity equality rule applies to both paid and unpaid ordinary maternity leave (OML), as well as to paid additional maternity leave (AML). As a result, under this rule, time spent on OML and paid AML in a defined benefit (DB) scheme is recognised as pensionable service...

This Checklist flags the usual key policies that an organisation should think about putting in place, and it points to LexisNexis® Precedents you may use or tailor as appropriate. Having robust policies and procedures established will assist an organisation to control risk and also evidence compliance wherever a written policy is a regulatory necessity. Note: this Checklist is not meant to be a complete catalogue of every policy an organisation ought to hold. Extra or alternative policies might be needed from time to time to fit your organisation or to satisfy any industry or sector-specific regulatory obligations. General human resources policies Policy — Aim of this policy — LexisNexis® Precedents you could use or adapt (available subject to subscription) Adoption leave policy — To outline an organisation’s approach to adoption leave and pay. Policy—adoption leave Carer’s leave policy — To state an organisation’s policy for employees to take unpaid time away to provide or arrange care for a dependent with a long-term care...

Delaney v PIAB [2024] IESC 10 What are the practical implications of this case? This ruling is poised to be far-reaching, as numerous judicial review matters before the High Court involve plaintiffs advancing arguments akin to Ms Delaney’s on whether their valuations should follow the Guidelines or the Book of Quantum. Those claims stood in line behind Delaney, with the parties awaiting, with bated breath, the result and its influence on those actions. Section 18(5) of the Judicial Council Act 2019 (Ireland) (JCA 2019 (IRL)) required the Judicial Council to revisit the Guidelines within three years of their adoption. Because of this judgment, that review is now likely to be deferred so that further legislation can be brought forward to change and/or adjust the Guidelines. For personal injury litigation, the ruling has several concrete effects: the judiciary may depart from the Guidelines, but they must explain the reasons for any such departure in all cases where proceedings had not issued before and where...

In this issue: Probate Trusts Elderly and vulnerable clients UK taxes for Private Client HMRC Manuals updates Tax avoidance, evasion and non-compliance Regulatory compliance for Private Client Budgets and Finance Bills Charity and philanthropy Scotland, Wales and Northern Ireland International Question of the week Additional Private Client updates this week Daily and weekly news alerts LexTalk®Private Client: a Lexis+® community New and updated content Dates for your diary Trackers Useful information Probate Bereaved Partner’s Paternity Leave Regulations 2026 (SI 2026/237): these Regulations create a new statutory entitlement for an employee to take time off to care for a child during the first year following birth, placement for adoption, or arrival in Great Britain for an overseas adoption, where the child’s primary carer has died (bereaved partner’s paternity leave). They take effect on 6 April 2026. See: LNB News 15/01/2026 18. Trusts Representation orders...

In this issue: Pay Pensions Maternity, parents and carers Data protection and employee information Individual rights arising from union membership Employment Tribunals Europe—EU New and updated content Dates for your diary Trackers New Q&As Employment resources on Lexis+® Daily and weekly news alerts Pay Social Security Benefits Up-rating Order 2025 SI 2025/Draft Under the draft Order, the following changes are set out: Statutory Sick Pay increases from £116.75 to £118.75 per week, effective 6 April 2025. Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay, Statutory Shared Parental Pay and Statutory Parental Bereavement Pay rise from £184.03 to £187.18 per week from 6 April 2025. Maternity Allowance moves from £184.03 to £187.18 per week with effect from 7 April 2025. See: LNB News 17/01/2025 4. Pensions DWP concludes annual statutory review of AE thresholds for 2025 to 2026 financial year...

This Practice Note considers statutory adoption pay (SAP) and contractual adoption payments. It also examines eligibility criteria, the meaning of employed earner, the duration of entitlement, notice obligations, the evidence required, the length of time SAP is payable, rates of pay, and liability, including where an individual has more than one employer. It addresses outcomes where a child dies or a placement breaks down, circumstances in which SAP is not due, record-keeping duties, and how recoupment operates. Finally, it explores how contractual sick pay interacts with SAP, adoptions from outside the UK, and contracting out. A parent taking adoption leave (see Practice Note: Adoption leave) may qualify for SAP for part of that leave. They may receive payment for time off to attend adoption appointments (see Practice Note: Time off work for adoption appointments). Where a child is placed for adoption, the adopter and a second person—who must be the adopter’s spouse, civil partner, or partner—may, if they choose, share up to 37 of the 39 weeks of pay...

For comprehensive coverage of the substantive right to take shared parental leave, refer to Practice Notes: Shared parental leave (birth) and Shared parental leave (adoption). This Practice Note outlines the circumstances in which employees may carry out work while on shared parental leave. For details on the ability to work during maternity and adoption leave, see Practice Note: Work during maternity or adoption leave—keeping in touch days. Shared parental leave keeping in touch days (SPLIT days) Employees can undertake up to 20 days of work ('shared parental leave in touch days' or 'SPLIT days') during any periods of shared parental leave that they take, without such work ending their shared parental leave, or any entitlement to shared parental pay...

Client guides Client guides comprise template letters covering a broad spectrum of family law matters, suitable for sending directly by the family practitioner to the client. Each guide also features drafting commentary for practitioners and hyperlinks to relevant connected materials, such as Practice Notes, forms, authorities, precedents and legislation. For procedural guides offering step-by-step direction on, inter alia, domestic abuse, asset preservation, relationship breakdown, cohabitants, private children, financial provision, international cases and enforcement, refer to Practice Note: Family procedural guides...

Employee name: Employment commencement date and present length of service [ Insert date ] [ Insert length of service ] Job role: Division/Department Assessed by: Assessment date: Role: Approved by: Date: Role: Guidance: When using the criteria (other than disciplinary history), reasonable adjustments might be required for workers with a disability (as set out in the Equality Act 2010, s 6) where not doing so would put them at a significant disadvantage compared with non-disabled colleagues. This exception does not extend to disciplinary records. Service refers to continuous employment with the company and any linked company. Service includes transferred service within associated companies. If the worker has under 12 months’ service, convert the absence record to an annualised figure. Annualisation ensures a balanced and like-for-like assessment. Disregard the following absences: These must be excluded from absence calculations. absences linked to a disability (as defined by Equality Act 2010, s 6); maternity...

1 Introduction 1.1 This policy explains when our staff may qualify for paternity leave and pay, and describes how leave can be taken and the steps to arrange it. 1.2 This policy is issued for guidance only and does not form any part of your employment contract, and we may revise it at any time. It summarises the statutory rights available to employees and others, but is intended as an overview and not a full statement of your rights. If you have any questions about what you are entitled to, please contact [ the HR department ]. 1.3 This policy can apply to either a man or a woman. References to a child also include children where a multiple birth has occurred (eg, twins), or where more than one child is placed as part of the same adoption arrangement or process...

Instructions: please read all of this before filling in the form This form should be completed by you if you are an adopter, or a prospective adopter, employed by the Company who intends to: take shared parental leave and/or apply for shared parental pay; and/or authorise the use of shared parental leave and/or the claiming of shared parental pay by a person (referred to below as the ‘Adopter’s Partner’) who is your spouse, your civil partner, or your ‘partner’. A ‘partner’ is someone who lives with you and will live with the child in an enduring family relationship, but is not your child, parent, adoptive parent, former adoptive parent, grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. If you are, or will be, entitled to statutory adoption leave in your employment with the Company, you must end that entitlement before you can take shared parental leave. In addition, you must either curtail your statutory adoption leave early, or set...

This Q&A relates to the shared parental leave and shared parental pay regime introduced in respect of children who are: due to be born on or after 5 April 2015, or placed for adoption on or after 5 April 2015 Shared parental leave permits parents, if they prefer, to split up to a maximum of 50 weeks of the leave that would otherwise fall solely to the mother or adopter, which is then treated as shared parental leave. Shared parental pay enables the mother and the father (or, where relevant, the adopter and the adopter’s partner) to divide up to 37 weeks of the pay to which the mother (or adopter) would otherwise be solely entitled. To qualify for shared parental leave and pay, the mother and the father (or, as applicable, the adopter and the adopter’s partner) must satisfy certain eligibility criteria and comply fully with the required notice, declarations and supporting evidence provisions...