Having a baby is a lifechanging event but having a baby either premature or to term who is unwell is an additional stressful situation that employees can experience.
Being able to support employees through this challenging time is essential to fostering a compassionate and supportive workplace.
Effective from the 6th April 2025, The Neonatal Care (Leave and Pay) Act 2023 introduces a new entitlement for new parents. This legislation allows and grants eligible employees the right to take up to 12 weeks of leave when their newborn baby requires neonatal care.
Neonatal care is defined as care for newborns admitted to hospital for at least seven full days within the first 28 days after birth.
Key Details
• Eligibility: The entitlement applies to parents of babies born on or after 6 April 2025 who are admitted to neonatal care for at least seven consecutive days within the first 28 days of life.
• Leave Entitlement: Eligible employees can take up to 12 weeks of leave, in addition to other parental leave entitlements such as maternity or paternity leave.
• Pay Entitlement: Employees who meet the relevant continuity of service requirements and a minimum earnings threshold are entitled to statutory Neonatal Care Pay during this leave.
This new entitlement aims to provide essential support to parents during a challenging time, allowing them to be with their new-borns without the added concern of financial strain.
Supporting New Parents
In addition to new legislation there is practical support that employers can provide for parents with babies in neonatal care or are unwell.
Flexible Work Arrangements
• In addition to statutory leave, employers should consider offering paid or unpaid additional leave depending on the employee’s needs.
• If the employee needs to make regularly visits to hospital or care for a baby at home, employers can look at flexible working hours and arrangements.
• Some parents may feel overwhelmed by the demands of caring for a sick child so offering job-sharing options or reduced and part time hours is another option to consider if this can work for the business.
Emotional and Mental Health Support
• If you have the use and option for an Employee Assistance Programme, you should encourage employees to make use of counselling or stress relief and support programs.
• As a company, you should ensure you are promoting mental health resources, including counselling and therapy as caring for a sick baby can cause a lot of emotional stress.
• Regularly checking in with the employee and provide sensitive and supportive emotional support. As an employer, you should let them know that you are thinking of them without pressuring them to share or return to work sooner than they are ready.
Financial Support and Resources
• If the employee is dealing with medical expenses, offering financial assistance or helping them navigate insurance options may ease some burden if the company is in the position to do so.
Encourage Communication
• Look to encourage a culture where employees feel comfortable discussing their personal situation and needs without fear of judgment. Clear communication helps both the employee and employer navigate the situation.
• Have a clear understanding of when the employee might be ready to return to work, or when they might need extended leave. Discuss this in advance to manage expectations.
Accommodating Workload
• While the employee is absent or working reduced hours, consider redistributing their tasks to other team members temporarily so they do not feel overwhelmed when they return.
Maintain the Employee’s Connection to the Team
• Keep the employee in the loop about major company events or changes but without overwhelming them with work-related updates.
Ultimately, your support will help the employee feel valued, reduce their stress, and allow them to focus on their family during a difficult time. Creating a supportive work culture goes beyond policies and procedures – it’s about showing genuine empathy and understanding.