Maternity Policy

1. About this policy

   1. This policy outlines the statutory rights and responsibilities of employees who are pregnant or have recently given birth and sets out the arrangements for pregnancy-related sickness, health and safety, and maternity leave.

   2. In some cases, you and your spouse or partner may be eligible to opt into the shared parental leave scheme which gives you more flexibility to share the leave and pay available in the first year. For information see our Shared Parental Leave Policy.

2. Who this policy applies to

   1. This policy applies to all eligible employees of OCS.

3. Responsibility for this policy

   1. OCS UK&I Limited’s board of directors has overall responsibility for the effective operation of this policy but has delegated responsibility for overseeing its implementation to the People Director UK&I. Suggestions for change should be reported to the People Director UK&I.

   2. The HR Department has day-to-day responsibility for this policy and you should refer any questions about this policy to them in the first instance.

   3. This policy is reviewed annually by the People Director UK&I.

4. Time off for antenatal care

   1. If you are pregnant, you may take paid time off during working hours for antenatal care. You should try to give us as much notice as possible of the appointment. Unless it is your first appointment, we may ask to see a certificate confirming your pregnancy and an appointment card.

5. Entitlement to maternity leave
   

   1. All employees are entitled to up to 52 weeks’ maternity leave, consisting of 26 weeks’ ordinary maternity leave (OML) and 26 weeks’ additional maternity leave (AML).
      

6. Notification
   

   1. Please inform us as soon as possible that you are pregnant. This is important as there may be health and safety considerations that have to be taken into account.
   2. Before the end of the fifteenth week before the week that you expect to give birth (Qualifying Week), or as soon as reasonably practical afterwards, you must tell us:
      (a) the week in which your doctor or midwife expects you to give birth (Expected Week of Childbirth); and
      (b) the date on which you would like to start your maternity leave (Intended Start Date).
      
   3. We will write to you within 28 days to tell you the date we will expect you to return to work if you take your full maternity leave entitlement (Expected Return Date).
      
   4. Once you receive a certificate from a doctor or midwife confirming your Expected Week of Childbirth (MATB1), you must provide us with a copy.
      

7. Starting maternity leave

   1. The earliest you can start maternity leave is 11 weeks before the Expected Week of Childbirth (unless your child is born prematurely before that date).
      
   2. If you want to change your Intended Start Date please tell us in writing. You should give us as much notice as you can, but wherever possible you must tell us at least 28 days before the original Intended Start Date (or the new start date if you are bringing the date forward). We will then write to you within 28 days to tell you your new expected return date.
      
   3. Your maternity leave should normally start on the Intended Start Date. However, it may start earlier if you give birth before your Intended Start Date, or if you are absent for a pregnancy-related reason in the last four weeks before your Expected Week of Childbirth. In either of those cases, maternity leave will start on the following day.
      
   4. Shortly before your maternity leave is due to start we will discuss with you the arrangements for covering your work and the opportunities for you to remain in contact, should you wish to do so, during your leave.
      
   5. You are not legally permitted to work during the two weeks following childbirth.
      

8. Maternity pay
   

   1. Statutory maternity pay (SMP) is payable for up to 39 weeks provided you have at least 26 weeks’ continuous employment with us at the end of the Qualifying Week and your average earnings are not less than the lower earnings limit set by the government each tax year. Currently, the first six weeks SMP are paid at 90% of your average earnings and the remaining 33 weeks are at a rate set by the government each year.
      
   2. Depending on your role, you may be entitled to enhanced maternity pay. Where such an enhancement is applicable this will be set out in your employment contract or notified to you separately (if applicable).

9. During maternity leave
   

   1. Holiday entitlement will continue to accrue during maternity leave. If your maternity leave will continue into the next holiday year, any holiday entitlement that is not taken before starting your maternity leave can be carried over and should ideally be taken immediately before returning to work or within three months of returning to work unless your manager agrees otherwise.
   2. Please discuss your holiday plans with your manager in good time before starting your maternity leave. All holiday dates are subject to approval by your manager.
      
   3. We may make reasonable contact with you from time to time during your maternity leave although we will keep this to a minimum. This may include contacting you to discuss arrangements for your return to work.
      
   4. You may work (including attending training) on up to ten “keeping-in-touch” days during your maternity leave. This is not compulsory and must be discussed and agreed with your manager.
      
   5. You will be paid at your normal basic rate of pay for time spent working on a keeping-in-touch day and this will be inclusive of any maternity pay entitlement.