What is the policy / strategy / function / trying to achieve / do?
The purpose of this policy is to inform employees of their right to request a period of neonatal care leave (NCL) when their baby requires neonatal care. This leave is in addition to existing parental leave entitlements namely: maternity, adoption, paternity, shared parental leave, parental bereavement leave.
Legislation introduced on 6 April 2025 allows employees to take up to 12 weeks leave so they can spend more time with their baby, if they are admitted into hospital within the first 28 days of birth and who have a continuous stay in hospital of 7 full days or more.
Give details of the impact it has on groups and individuals
Pregnant women and new mothers
This policy will allow new mothers extra leave if their child requires specialist medical care.
What actions / measures will be put in place or are planned to mitigate any adverse impact or promote equality?
Age (a particular age or range of ages)
This policy will benefit parents across age groups, however younger employees may be less aware of entitlements. We will include neonatal leave in induction and parental leave communications,
Disabled people and people with long term health conditions
This policy supports parents of disabled babies requiring neonatal care; allows time for medical co-ordination. If policy excludes long term care beyond neonatal period, may disadvantage parents of disabled children. We will ensure linkage to special leave policy, smarter worker policy for continuity.
Women and men, girls and boys
This policy promotes gender equality by providing leave for all parents regardless of gender. There is a risk of reinforcing gender norms if uptake is skewed. We will promote awareness to encourage equal uptake by all genders.
People defined by their race, colour and nationality, ethnic or national origins.
There will be equal access across all ethnic groups; avoids indirect discrimination by offering policy regardless of background. Language/culture barriers may affect awareness or uptake. We will provide materials in accessible formats and languages; promote through diverse channels.
Married people and civil partners
This policy supports married and unmarried couples equally.
Pregnant women and new mothers
This policy provides additional leave beyond statutory maternity leave for those affected by neonatal care. There may be possible overlap/confusion with maternity leave entitlement. We will provide clear guidance and communication to differentiate entitlements.
Lesbian, gay and bisexual people
This policy supports same-sex couples equally in parental leave rights. We will ensure definitions of “parent” are inclusive of all family structures.
People transitioning from one gender to another
This policy is inclusive of trans and no-binary parents if policy is non-gendered. There may be a risk of misgendering or exclusion through policy wording. We will use gender-neutral language.
People of different religions or beliefs or non-beliefs
No direct impact identified in this policy. It may coincide with religious leave needs. We will allow flexibility to combine with other leave entitlements.
We will need to ensure that we undertake a promotional campaign to ensure that all managers and employees of the council are aware of the new policy.
What is the result / recommendations of the EqIA
Introduce the policy.