The Rights of Working Parents

In the United Kingdom we have one of Europe’s most parent-friendly systems which allows parents – both new and experienced alike – to have a quality of life and parental stability not always afforded by other countries.

The Rights of Working Parents

In short parents in the United Kingdom have the working right to some or all of the following :

• Flexible working hours
• Paid leave for mothers (Maternity leave)
• Paid leave for fathers (Paternity leave)
• Paid and unpaid leave for adoptive parents

Flexible Working Hours

All working parents – male or female – have the right to work flexible hours in order to ensure that their children are looked after correctly. Many working parents in the United Kingdom have to work long hours and indeed in some instances two jobs to be able to provide a stable financial back drop against which to bring up their children. So with this in mind the government have introduced legislation that enables fathers and mothers alike to work a set number of hours (agreeable with their employer) in a slightly less formal structure.

This could allow – for example – a parent to work part-time hours during the course of a week starting at 9am and finishing at 3pm; alternatively flexible working arrangements may allow for a parent to come into work later on a morning to allow transporting their children to school or a childminder.

Maternity Leave

Maternity Leave – or SMP (Statutory Maternity Pay) can be paid to a mother for up to thirty nine weeks after she has had her baby. As a working parent a mother is entitled to maternity leave and statutory maternity pay if she has been in constant employment with the same company or organisation for twenty six weeks prior to the fifteenth week of her pregnancy; this is a working right that is afforded to all pregnant mothers in the United Kingdom.

Paternity Leave

In the last few years the legislation governing the working rights of fathers has changed to ensure that fathers can have paid leave to spend with their children after they are born. This is referred to as paternity leave and is paid at the same rates as maternity pay although only for one to two weeks. A father can spend one to two weeks at home with his newborn child if he is (a) the child’s biological father or (b) married to the child’s mother.

Paid and Unpaid Leave for Adoptive Parents

Although adoptive leave is a working right of any parent it is not always paid for and will only be paid for if there are already arrangements and agreements in place with your employer. As with maternity and paternity leave you must be employed by your current employer for twenty six weeks prior to becoming the child’s adoptive parent.

As an adoptive parent you are entitled to up to thirty nine weeks leave (amended in 2008 from the original twenty six weeks) which is paid at a flat rate known as Statutory Adoptive Pay (SAP). In order to qualify for adoptive leave – paid or unpaid – you must notify your employer well in advance that you are being matched to a child for adoption. These allows them to make the necessary arrangements – not only for cover – but also if their terms and conditions state you are entitled to Statutory Adoptive Pay.

All of the aforementioned rights are afforded to working parents in the United Kingdom and if you are an expectant mother or proud father-to-be then you should investigate the terms and conditions of your employment and enquire as to whether or not these working rights are supported by your employer.

If however you are not sure then you should contact your local Citizen’s Advice Bureau who will be able to help you find out what you are entitled to and will also be able to help with understanding the terms and conditions of your contract of employment.

Your local office of Her Majesty’s Revenue and Customs (HMRC) will also be able to assist you with advice on benefits and additional monies for low income families.