At Program IT (UK) Ltd, we recognize that privacy of your personal information is important. Here is information on what types of personal information we receive and collect when you use and visit statutorymaternitypay.com, and how we safeguard your information. We never sell your personal information to third parties.

Log Files
As with most other websites, we collect and use the data contained in log files. The information in the log files include your IP (internet protocol) address, your ISP (internet service provider, such as AOL or Shaw Cable), the browser you used to visit our site (such as Internet Explorer or Firefox), the time you visited our site and which pages you visited throughout our site.

Cookies and Web Beacons
We do use cookies to store information, such as your personal preferences when you visit our site. This could include only showing you a popup once in your visit, or the ability to login to some of our features, such as forums.

We also use third party advertisements on statutorymaternitypay.com to support our site. Some of these advertisers may use technology such as cookies and web beacons when they advertise on our site, which will also send these advertisers (such as Google through the Google AdSense program) information including your IP address, your ISP , the browser you used to visit our site, and in some cases, whether you have Flash installed. This is generally used for geotargeting purposes (showing New York real estate ads to someone in New York, for example) or showing certain ads based on specific sites visited (such as showing cooking ads to someone who frequents cooking sites).

DoubleClick DART cookies
We also may use DART cookies for ad serving through Google’s DoubleClick, which places a cookie on your computer when you are browsing the web and visit a site using DoubleClick advertising (including some Google AdSense advertisements). This cookie is used to serve ads specific to you and your interests (”interest based targeting”). The ads served will be targeted based on your previous browsing history (For example, if you have been viewing sites about visiting Las Vegas, you may see Las Vegas hotel advertisements when viewing a non-related site, such as on a site about hockey). DART uses “non personally identifiable information”. It does NOT track personal information about you, such as your name, email address, physical address, telephone number, social security numbers, bank account numbers or credit card numbers. You can opt-out of this ad serving on all sites using this advertising by visiting http://www.doubleclick.com/privacy/dart_adserving.aspx
You can choose to disable or selectively turn off our cookies or third-party cookies in your browser settings, or by managing preferences in programs such as Norton Internet Security. However, this can affect how you are able to interact with our site as well as other websites. This could include the inability to login to services or programs, such as logging into forums or accounts.
Deleting cookies does not mean you are permanently opted out of any advertising program. Unless you have settings that disallow cookies, the next time you visit a site running the advertisements, a new cookie will be added.

AdSense Privacy Policy Provided by statutorymaternitypay.com

Tel:01903 820 666

If you are looking for legal advice regarding Statutory Maternity Pay, then please complete the form below :

Philip Landau is offering Statutory Maternity Pay users a free and speedy initial consultation” whether by e-mail or in person.

1. He will endeavour to respond to your emails within 2 working days.
2. No win no fee available.
3. All areas covered.

When you become pregnant and are enjoying your pregnancy you do not need to be worrying about your maternity rights. Your employer has a legal obligation to treat you fairly under the Equality Act where your maternity rights are stated.

A person discriminates againt a woman if, in the protected period in relation to a pregnancy of hers she is treated unfavourably

• because of the pregnancy,or
• because of illness suffered by her as a result of it 

A person discriminates againt a woman if,she is treated unfavourably because she is on compulsory maternity leave

A person discriminates againt a woman if,she is treated unfavourably because she is seeking or exercising her right to ordinary or additional maternity leave.

Philip Landau is a Expert Employment Law Solicitor in London who deals with Maternity Rights :

Philip is offering “Statutory Maternity Pay users a free and speedy initial consultation” whether by e-mail or in person.

1. We endeavour to respond to your emails within 2 working days.

2. No win no fee available.

3. All areas of the UK covered.

Please enter your your details in the form below (all fields are mandatory)

Landau Zeffertt Weir, Solicitors
10, Bickels Yard,
151-153 Bermondsey Street,
London Bridge,
London, SE1 3HA

At Program IT (UK) Ltd, we recognize that privacy of your personal information is important. Here is information on what types of personal information we receive and collect when you use and visit statutorymaternitypay.com, and how we safeguard your information. We never sell your personal information to third parties.

Log Files
As with most other websites, we collect and use the data contained in log files. The information in the log files include your IP (internet protocol) address, your ISP (internet service provider, such as AOL or Shaw Cable), the browser you used to visit our site (such as Internet Explorer or Firefox), the time you visited our site and which pages you visited throughout our site.

Cookies and Web Beacons
We do use cookies to store information, such as your personal preferences when you visit our site. This could include only showing you a popup once in your visit, or the ability to login to some of our features, such as forums.

We also use third party advertisements on custom-auto-upholstery.com to support our site. Some of these advertisers may use technology such as cookies and web beacons when they advertise on our site, which will also send these advertisers (such as Google through the Google AdSense program) information including your IP address, your ISP , the browser you used to visit our site, and in some cases, whether you have Flash installed. This is generally used for geotargeting purposes (showing New York real estate ads to someone in New York, for example) or showing certain ads based on specific sites visited (such as showing cooking ads to someone who frequents cooking sites).

DoubleClick DART cookies
We also may use DART cookies for ad serving through Google’s DoubleClick, which places a cookie on your computer when you are browsing the web and visit a site using DoubleClick advertising (including some Google AdSense advertisements). This cookie is used to serve ads specific to you and your interests (”interest based targeting”). The ads served will be targeted based on your previous browsing history (For example, if you have been viewing sites about visiting Las Vegas, you may see Las Vegas hotel advertisements when viewing a non-related site, such as on a site about hockey). DART uses “non personally identifiable information”. It does NOT track personal information about you, such as your name, email address, physical address, telephone number, social security numbers, bank account numbers or credit card numbers. You can opt-out of this ad serving on all sites using this advertising by visiting http://www.doubleclick.com/privacy/dart_adserving.aspx
You can choose to disable or selectively turn off our cookies or third-party cookies in your browser settings, or by managing preferences in programs such as Norton Internet Security. However, this can affect how you are able to interact with our site as well as other websites. This could include the inability to login to services or programs, such as logging into forums or accounts.
Deleting cookies does not mean you are permanently opted out of any advertising program. Unless you have settings that disallow cookies, the next time you visit a site running the advertisements, a new cookie will be added.

AdSense Privacy Policy Provided by Statutory Maternity Pay

Your maternity leave can start on or after the 11^th week before your child is due. You will need to inform your manager when you want to commence maternity leave

You will be entitled to Occupational NHS Maternity Pay  as long as you meet certain criteria:-

• You have 12 months continuous NHS employment with the NHS Authority until the 11^th week before the expected week of your child’s birth.
• You have notified the NHS Authority at least 15 weeks before the birth of your child that you intend to take maternity leave and your intention to return
• Provide a signed Mat B1 form from your doctor or midwife at least 28 days before going on maternity leave.

You will need to notify your manager in writing to confirm

• 1. You are pregnant
  2. Which week the child is due
  3. When you would like to take your maternity leave
  4. If you intend to return to work or not

Most NHS Authorities have standard forms which you can complete which cover these details. Your Manager will have a copy if not you can contact your Human resource team they will be able to assist you. This information needs to be given to your manager at least 28 days prior to you taking maternity leave.

NHS Maternity Pay

If you qualify for full benefits and intend returning to work for the employing NHS Authority your 52 weeks leave will be broken down as:

• 8 weeks at full pay
• 18 weeks at half pay + basic Statutory Maternity Pay on the understanding that the received payment will be adjusted to not exceed full pay.
• 13 weeks + Basic SMP if due
• 13 weeks unpaid leave

If you qualify for full benefits but do NOT intend to return to work your 52 weeks will be broken down as:

• 6 weeks pay at 90% of full pay
• 33 weeks at 90% of average weekly earnings
• 13 weeks unpaid leave

Your contract will be terminated after the 39 week of your maternity leave

If you do not qualify for SMP your 52 weeks leave entitlement may be partially covered by Maternity Allowance as long as you have made at least 26 weeks National Insurance contributions in the last 66 weeks prior to the expected birth of your child.

NHS Maternity Pay Entitlement Calculations

This will be calculated on average earnings paid for two months prior to the qualifying period which is the 15^th week before the expected week of your child’s birth.

NHS Pay Awards, Annual Increments and Maternity

All Increments and Pay awards due will be awarded during your maternity leave and your maternity pay recalculated accordingly.

Income Tax, National Insurance and Pension Contributions and NHS Maternity

These will be deducted and paid as normal.

How will NHS Maternity pay be paid?

Although you will be paid monthly, calculations for your maternity pay are made on a weekly basis and can differ each month. Your payments will be made into your normal banking or building society account. If you have any problems or are confused with the payments you should contact your salaries and wages department.

NHS and Regular Car User Allowance

If you are in a post where your car is an essential part of your role and you receive regular payments from the NHS Authority. This payment should be paid for the remainder of the month it is out of use and then for three months after. The reduced 50% rate is usually paid thereafter until the end of maternity leave.

Remaining in contact with the NHS authority whilst on Maternity Leave

Your manager will discuss with you prior to maternity leave commencing how you can remain in touch with your colleagues re changes, updates and social events. You may decide that you would like to receive regular updates from one of your colleagues or a departmental email update, which informs you of all the changes in practice , seminars or departmental reorganisations. This will enable you to keep up to date with the latest developments within your area of expertise.

KIT Days – Keeping in Touch

You may work up to 10 KIT days in your NHS Authority during your maternity leave; this work will not mean that you loose any maternity benefits. These days can be training days, study days or for appraisals. Your pay will be on the same rate of pay which you normally receive.

Still births, Miscarriages and Maternity Rights

Both these situations are understandably devastating and the NHS Authority is normally both supportive and accommodating.

The definition of a stillbirth states that a child born after the 24^th week of pregnancy means the mother will be entitled to full maternity rights.

A Miscarriage if it occurs before the 24^th week of pregnancy means that leave taken will be covered by sickness benefit.

NHS Annual leave and Maternity

During your maternity leave both paid and unpaid you will accrue annual leave. You will be encouraged to take your annual leave where possible prior to commencing maternity leave. You will need to check if you are able to carry over accrued annual leave most NHS authorities only allow a certain amount of leave to be carried from one leave to the next. Usually no more that 14 days.

Returning to Work After the birth of your child

By law you will have to take 2 weeks compulsory leave after the birth of your child. It is assumed you will take the full entitlement of OML and AML of 52 weeks. If you wish to return prior to that date you must inform your manager giving them 8 weeks notice.

NHS and Breast Feeding Mothers

The Health and Safety Executive makes recommendations for mothers who are returning to the work place and who are still breast feeding.

The recommendations suggest that:

• Flexible working hours should be seriously considered to support breast feeding mothers
• Suitable, private and appropriate facilities should be provided – not the ladies toilet facilities!
• The environment should be clean and safe and refrigerated storage for expressed milk should be provided

Maternity Insurance policies

If you are looking to purchase a policy you may find that this may need to have been operating prior to your pregnancy. Some of the policies can help with costs towards treatments such as reflexology, acupuncture, physiotherapy and offer private rooms in private hospitals. If you prefer a home birth or a birthing pool all aspects can be catered for.

Private midwives are also available if you choose not to use the National Health Service. Private Midwives offer a one to one service so you build up a rapport and trusting relationship. The secure knowledge that you know who will be at the delivery of your baby is to many mothers a huge comfort.

If your partner qualifies for SPL the entitlement is two weeks paid leave.  You can check here for your personalised statement and qualifying pay.

You may take one or two weeks leave in a block but not two one week breaks or odd days. A week is based on your usual working weekly pattern.

Can my partner receive Ordinary Statutory Paternity Pay?

To qualify for the payment you will need to be the partner of the mother with the responsibily for the babys upbringing.

You will need to have been in continuous employment for at least 26weeks without a break and continue to work for the same employer until the birth or adoption.

You will need to be earning at least £102 a week

 It will be paid the same way as your normal wages and is liable for  tax and national insurance

Can my partner get time off to help look after our child?

If you are sharing the upbringing of a child you may qualify for paternity leave and payment.

You must give your employer the correct amount of notice. You should tell them in writing either:

• At least 15 weeks before the beginning of the week when the baby’s due
• How much leave you want to take one or two weeks
• The due date of the baby
• Within seven days of being told by the adoption agency that you have been matched with a child
• Or when you want the paternity leave to begin

Failure to give the correct amount of notice to your employer could mean you loose the entitlement

 OPL can start on any day of the week but not prior to the birth.

Additional Paternity Leave

If your baby is due on or after 3 April 2011 you may have the right to take up to 26 weeks’ Additional Paternity Leave. This is taken after your entitlement to two weeks’ Ordinary Paternity Leave.

Can my partner get time off to attend Antenatal classes?

Most employers are sympathetic and will allow flexibility whereby you may take the time off to attend but make up the time later or take unpaid leave. 

Your employer is not allowed to discriminate against you with regard to

• cutting your hours without your consent
• making you redundant due to your pregnancy
• giving you inappropriate work to do
• going for disciplinary because of sickness due to pregnancy
• changing terms and conditions without your consent
• giving you poor performance reviews due to your pregnancy

Do I get my job back after Maternity Leave?

You are entitled to your job back when you return to work from OML or after AML a job of similar nature and position. You are also entitled to benefit from any bonuses, wage increases or any other improvement in conditions that your co-workers have been awarded.

Can I change my return to work date?

If you choose to return to work before the 52 weeks you are entitled to expire you will need to give your employer eight weeks notice of your return.

Flexible working and maternity discrimination

Parents have the right if they have a child under 16or 18  if the child is disabled to ask to work flexi time. Your employer must consider your request reasonably and answer you in writing within 14 days.  Reasons if and why your request is or is not possible will be stated. You may only make one application every twelve months to work flexibly. You may have grounds to appeal if you feel your request was not considered fairly, this needs to be made within fourteen days.

Your employer will carry out a risk assessment to ensure that you and your unborn child are not in any danger due to either your environment or the work which you do. This assessment will relate to the nature of your role such as contact with chemicals, lifting, travel, standing or sitting for long periods.

What happens if where I work affects my health or the baby’s?

When the pregnancy risk assessment has been carried out .If there is a risk and it is appropriate then your employer will minimise/remove the risk or offer you an alternative position for the duration of your pregnancy. If the position offered is not suitable then you may be laid off work on full pay for the duration of your pregnancy.

Compulsory Maternity Leave

This is for your benefit, and even if you do not intend taking any time off of work you have to take two weeks, four if you work in a factory to ensure your health and that of your babys is not jeopardised.