This report presents the proposed revised Family Leave and Support Policy (formerly the Council’s Maternity Policy), which consolidates and updates the Council's provisions relating to maternity, adoption, paternity, and associated leave arrangements. It outlines the rights and responsibilities of employees and managers, incorporates recent legislative changes, and provides clear guidance on related health and safety obligations. The Human Resources and Council Tax Committee is asked to consider and approve the implementation of the updated policy.

The Committee heard that, the Council was committed to fostering a diverse, inclusive, and supportive working environment. As part of that commitment, the updated Family Leave and Support Policy set out the current rights and responsibilities of employees in relation to maternity, adoption, paternity, neonatal care, and parental leave. The policy reflected the Council's legal obligations under employment and equality legislation and ensured that staff were supported through key life events.

Members were told that, the review had been undertaken in response to recent changes in employment legislation, including provisions introduced in April 2025. Those changes entitled eligible employees to up to 12 weeks paid leave where their baby had been admitted to hospital for neonatal care within 28 days of birth. The policy also expanded adoption leave eligibility to include employees involved in surrogacy arrangements and overseas adoptions, ensuring the Council’s approach remained inclusive and legally compliant.

Key areas covered by the policy included:-

• Entitlement to pay, time off, and return-to-work arrangements;
• Employee responsibilities regarding maternity and parental provisions; and
• Managerial guidance and expectations for supporting staff.

Officers informed the Committee that, the policy reinforced the Council’s duty of care in safeguarding the health and safety of employees during pregnancy, post-childbirth, and whilst breastfeeding. Employees were expected to notify their line manager and Human Resources to enable timely risk assessments and appropriate workplace adjustments.

The Committee was made aware that recognising that family-related entitlements could be complex, the updated policy provided a clearer and comprehensive framework to support informed decision-making and proactive planning by both employees and managers. It applied to all employees, regardless of working hours or length of service, and reflected an inclusive approach to all family structures, gender identities, and arrangements – including same-sex couples, Foster to Adopt placements, and surrogacy.

Members noted that, to support implementation, employees were encouraged to engage with Human Resources early, to access advice and guidance. Dedicated Human Resources Advisors would be available to provide support to managers in addressing any service-related challenges, whilst they managed the increased statutory entitlements to family-related leave. That might include the need to source temporary cover or relocating internal resources, to ensure continuity of service delivery during an employee's period of absence. Additionally, resources and supporting materials would be made available via the Council’s intranet.

The Human Resources and Council Tax Committee was asked to approve the implementation of the revised Family Leave and Support Policy, reaffirming the Council’s commitment to supporting staff through key life events and maintaining a fair, inclusive, and legally compliant workplace.

It was moved by Councillor Baker, seconded by Councillor Guglielmi and unanimously:-

RESOLVED that the Human Resources and Council Tax Committee:-

a)    adopts the Council’s Family Leave and Support Policy (formerly the Maternity Policy), which consolidates and updates various leave and payment arrangements including maternity, adoption, neonatal care, parental, and paternity provisions;

b)    authorises the Assistant Director (People), in consultation with the Head of Paid Service, to make any necessary and consequential amendments to associated people policies and procedures arising from the implementation of the updated policy; and

c)    authorises the Assistant Director (People), in consultation with the Head of Paid Service, to make any further amendments to the policy (and any associated policies) as may be required to ensure compliance with future changes to employment legislation, including those anticipated under the Employment Rights Act, particularly in relation to family leave and support provisions.