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Guidance

What is Adoption Leave?
Adoption Leave is a period of absence from work granted to a primary carer before and after the placement of an adopted child into their care.

Am I entitled to Adoption Leave?
An employee working full-time or part-time will be entitled to paid and unpaid adoption leave under the NHS contractual pay scheme if:

• You have twelve months continuous service with one or more NHS employers at the beginning of the 11th week before the expected week of adoption
• You notify your employer in writing before the end of the 15th week before the expected date of adoption (or if this is not possible, as soon as is reasonably practicable thereafter):
- of your intention to take adoption leave
- of the date you wish to start your adoption leave
- that you intend to return to work with the same employer for a minimum period of 3 months after your adoption leave has ended
- provide the adoption certificate

How much time off am I entitled to?
All employees will have the right to take 52 weeks of maternity leave. Please refer to the FAQ guide for details on pay entitlement related to length of service.

Pre-Adoption Leave
A maximum of up to one working week will be available to attend court sessions, interviews and any other meeting as required for legally approved adoption agencies in the UK , along with proof of your appointment.

How do I apply for Adoption Leave?
You must complete a Maternity or Adoption Application Form (hyperlink) and submit this to your line manager along with your adoption certificate as soon as is practicable.

Your paperwork will then be processed by HR and Payroll and you will receive a letter confirming the details of your requested maternity leave and pay.

Fostering
Fostering can be for varying lengths of time, from very short term to long term fostering and the Board will adopt a flexible approach to this.
Employees should therefore discuss their intention to foster with their line manager as soon as possible to determine the level of support they consider appropriate to their circumstances. For very short term fostering it would be more appropriate to consider time off under the Special Leave Policy. For longer term fostering, the manager should consider providing time off under the arrangements for Adoption Leave/Pay (outlined below), Parental Leave or Career Breaks.

Return to Work Arrangements
Employees should be provided with information and support regarding return to work arrangements. These include:
• The right to return to their job under the original contract on no less favourable conditions;
• The right to request a return to work on flexible working arrangements;
• The right to parental leave.

Keeping records up to date
We need to know when you’re at work and when you have any type of time off. This is important to make sure we pay you correctly too.

All managers should ensure that SSTS is updated correctly and payroll is informed, where SSTS is not available.
The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area.