If you receive pay or Statutory Maternity Pay (SMP) then that period of maternity leave will be classed as pensionable employment. Where you do not receive any pay or SMP that period will not be counted as pensionable.

Employees on maternity leave retain their entitlement to statutory annual leave throughout ordinary and additional maternity leave. If the employee is also entitled to contractual annual leave she will continue to accrue this additional, contractual entitlement during Ordinary Maternity Leave. Statutory annual leave cannot be taken at the same time as maternity leave.

Your pensionable service will be considered to have ceased at the end of your paid maternity leave. More information can be found in the fact sheet Maternity/Paternity. Back to the top I am having trouble logging in to the online service. I have registered previously but have lost/forgotten my details. Please try using the Remind Me facility. You only need to enter at least one of your username, password or PIN, and following this you will need to confirm some identifying details.

N.I. contributions can affect your Statutory Maternity Pay (SMP). SMP is based on the taxable salary, therefore it is advisable not to take childcare vouchers for this period.

You are expected to document your continuing competency activities while on leave. The committee will review circumstances on a case by case basis in the event an audit is conducted.

The NIH allows you to receive the same benefits as anyone employed by your institution. If your local policy is to allow 6 weeks of paid maternity leave, then you may draw salary from your K award during that 6 week period. If you wish to take more time off, then we can allow you to take an unpaid leave of absence if your institution and mentor will concur, and your project will still be viable after the break.

You continue to accrue your contractual holiday during your first 26 weeks of ordinary maternity leave. During additional maternity leave you will continue to accrue statutory paid holiday of 20 days per year. Working out your holiday entitlement during maternity leave and when to take your holiday is complicated.

Statutory Maternity Pay (SMP) is generally calculated on the amount of average weekly earnings during the 8 weeks' period, fifteen weeks prior to the expected date of confinement. A "salary sacrifice" arrangement will reduce the amount of salary that is liable to National Insurance contributions. Therefore any "salary sacrifice" entered into during this eight weeks' period will reduce entitlement to SMP, and hence possibly, the amount of pay you receive while on maternity leave.

Unfortunately you are not entitled to pay for Bank Holidays that fall during your maternity leave period - either paid or unpaid leave. Any fixed holidays at your workplace such as Christmas shutdowns or public holidays that fall during your maternity leave period are lost.

If eligible for company maternity pay (see below), it is entirely up to you whether or not you decide to continue in this salary sacrifice scheme once your pregnancy is confirmed. You will need to carefully consider whether to temporarily suspend your membership of this salary sacrifice scheme in the eight week reference period, during which your statutory maternity pay (SMP) is calculated.

There is no impact on these employees until the 'expected return to work date', at which time benefits coverage and top-up payments will cease.

It's a good idea to freeze a supply of breastmilk. However, leave your pump in the box until your baby is at least 3-4 weeks old, when your baby should start being introduced to a bottle. Make sure you feel comfortable using your pump before you go back to work. Don't feel like you should pump every day during your maternity leave. You can build up a good supply of milk to freeze by pumping in the morning, when you typically make the most milk.

If you have to make any payments to the employee (if Statutory Sick Pay or Statutory Maternity Pay are due, for example, even if there are no earnings), you will also be expected to pay the tax credit due for that pay period. In a pay period in which no payroll payments are due, you may either create a pay packet for the employee in order to pay the tax credit or complete a Certificate of Payments and pass two copies to the employee.

Subject to the post holder’s approval they will be contacted to complete their own JAQ or their line manager can fill it in for them. Agenda for Change is still going ahead. We are still matching posts to national profiles and will start evaluating jobs later in the summer. Posts that have been matched are being assimilated and staff are starting to get their new pay.

Yes. Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave so long as the employer properly notifies the employee in writing of the designation. In most situations, the employer cannot count leave as FMLA leave retroactively. Remember, the employee must be notified in writing that an absence is being designated as FMLA leave.

You are free to leave at any time. If your services are on a year to year basis, without any required contract. All advance payments will be refunded if you decide to leave. The amount will be prorated based on monthly charge for hosting.

This depends on several factors, including your general health, your age, the type of work you do, the stress level at work, your experience with past pregnancies, if any, and of course, the overall status of your pregnancy. Your doctor will take all of these, and other, factors into consideration and will discuss them with you to help you make the best decision for you and your baby. Expecting a child is also a life-changing experience for first-time dads, too.

Typical medical reasons for early leave are those things that put your pregnancy at risk. Placenta problems, twin pregnancy, blood pressure problems, heart problems, preterm labor and premature rupture of membranes are examples of medical problems requiring early leave.

If you change your RCSLT membership to non-practising whilst you are on maternity leave you will not be required to complete CPD. If you retain practising membership please refer to chapter 11 of the CPD Toolkit for more information. If someone is on extended leave and has registered for the online diary they can record the period of extended leave in the Special Circumstances section of the diary. They should also let the RCSLT membership department know that they are not practising.

Details on both of the above schemes are available from your Area Personnel Officer , or you can look at the policies section.

The American Board of Internal Medicine allows no more than 4 weeks of absence from a residency program each year for any reason to maintain eligibility. Additional time missed requires extending the resident's time in the program.

least 10 weeks before the expected birth of your child you must officially notify your employer by providing a medical certificate stating that you are pregnant and the expected birth date of your child. (See sample letters at the end of this section.) Written notification of the period of leave you wish to take. (See sample letter at the end of this section.

Under the law a pregnant woman is allowed to ask for medical leave away from work. This may include all the time her medical provider thinks is required. The law requires the employer to allow a pregnant woman time away from work for abnormal conditions. [FMLA]

No. Notice of Redundancy (included in RP50) cannot issue when a person is on Maternity Leave or indeed on Additional Maternity Leave. The Equality Authority are the experts on this and callers can be referred to them at (01) 4173333. (Lo Call – 1890 24 55 45). From the 1st March 2007 the first 26 weeks of maternity leave are fully reckonable for redundancy calculation purposes (up from 22 weeks since the 1st of March 2006).