Maternity Leave (Antenatal Appointments)

All pregnant employees (regardless of length of service) are legally entitled to paid time off work to attend antenatal appointments and classes.

This letter confirms to pregnant employees their legal right to attend ante natal appointments and avoids any misunderstanding about attending classes, appointment times, pay, turning up for work, paperwork required (form MATB1) and when you expect confirmation of the pregnancy.

£ 15.00 + vat

Confirm Maternity Leave and SMP - for employers

This letter is for employees who will have over 41 weeks employment when they give birth and who earn over the government set average weekly earnings rate (£95 per week from 6 April 2009; £97 per week from 4 April 2010).

This easy to use letter confirms:

• Entitlement to ordinary and additional maternity leave.
• Eligibility for statutory maternity pay.
• Receipt of a form MATB1 (confirming they are having a child).
• Maternity leave dates and right to return to work.
• Employee statutory rights and contractual benefits.
• Health and safety issues, and keep in touch days (KIT)

£ 15.00 + vat

Confirm Maternity Leave and No SMP due to AWE - for employers

For expectant mothers with over 41 weeks employment when they give birth (but who earn less than the AWE rate - £95 per week, 6 April 2009; £97 per week, 4 April 2010).

This employee is not entitled to SMP due to insufficient average weekly earnings.

This letter confirms:

• Entitlement to OML, AML and a maternity allowance.
• Statutory Maternity Pay (SMP) non-payment (form SMP1).
• Form MATB1 and rights of pregnant mother.
• Maternity leave dates and right to return to work.
• H&S, KIT, attending work and training days.
• Contract and company benefits during maternity leave.

£ 15.00 + vat

Confirm Maternity Leave and No SMP due to service - for employers

For pregnant employees who have less than 41 weeks employment at childbirth. Employees are not entitled to SMP due to insufficient continuous employment (irrespective of whether they earn over or under the AWE rate).

This letter confirms:

• 52 weeks maternity leave entitlement (OML & AML).
• Reasons for no SMP (& maternity allowance payments).
• MATB1 confirming pregnancy and childbirth.
• Maternity leave period and returning to work.
• Employment rights, benefits and risk assessments.
• Attending work, training and contacting employees.

£ 15.00 + vat

Confirm Maternity Leave Return to Work Letter - for employees

As a mother and employee you have a legal right to return to work during or at the end of your maternity leave period (or not to return to work at all).

You also have a legal right to request flexible working when you return and to return to your current job (or a similar role if you return after 26 weeks).

Not sure what to tell your employer?
No problem, this letter includes everything you need to tell your employer what you have decided to do and to exercise your rights. This letter is:

• Easy to understand;
• Quick to complete; and
• Includes pre-populated text (helping you confirm your decision, exercise your legal rights and request flexible hours and days).

£ 8.51 + vat

Confirm Maternity Return Details - for employers

All employees who have had a child are legally entitled to return to work after taking maternity leave.

This letter can be used by an employer to respond to a decision to return to work after maternity leave to confirm:

• Return to work details, dates and employee rights.
• Returning at end of ordinary or additional maternity leave.
• Early return (before end OML or before end AML).
• Sufficient return notice provided (at least 8 weeks).
• Employee provides insufficient notice (employer accepts short notice).
• Insufficient notice (correct notice required and new return date advised).
• Returning to the same job or an alternative role.
• Flexible working requests upon maternity return.

£ 15.00 + vat

Confirm Non Return after Maternity Leave - for employers

Employees who have had a child are legally entitled to wait until the end of their 52 weeks maternity leave period before making a decision to not return to work (this decision is an employees resignation).

This letter is designed to help employers confirm decisions not to return to work after maternity leave and allow for legal termination of an employment contract, including outlining:

• Termination, employee notice, rights and return.
• Employment references and exit details.
• Company property return and contractual obligations.

£ 15.00 + vat

Adoption leave notification form

This form is designed to help an employer request information from an employee who has been matched to or who is in the process of adopting a child or young person.

This form asks your employee to confirm their adoption details, including:
- confirmation of their request to take time off work
- when adoption placement is likely to take place
- when they would like to take adoption leave; and
- what adoption evidence they need to provide you with

£ 15.00 + vat

Adoption leave confirmation and return to work notification

Four letters to help employers manage the adoption process and request information from employees who are due to become an adoptive parent (having been matched with a child or who are due to have a child placed with them).

 

• Letter 1 - send to employees (outlines adoption rights, requests official adoption notification and other data about the adoption match).
• Letter 2 - send to staff to outline: adoption certificate receipt; leave dates and return; statutory rights; ordinary and additional adoption leave (OAL, AAL) entitlement; KIT days; and statutory adoption pay (SAP).
• Letter 3 - send to an adoptive parent who is not eligible for adoption leave and pay (with reasons for not satisfy qualifying conditions).
• Letter 4 - receive from employees to confirm a decision to return to work (or not) after adoption leave, or a decision to return early.

£ 15.00 + vat