On 2 April 2025, Acas released new guidance covering Neonatal Care Leave (NCL) and Statutory Neonatal Care Pay (SNCP). While outlining the legal entitlements, the guidance also provides practical recommendations to help employers support staff facing the often difficult circumstances surrounding neonatal care.
The guidance encourages a compassionate and flexible approach, particularly when employees are navigating the early stages of a neonatal situation. Below are some of the key points employers should consider:
1. Make the Process Clear and Accessible
Employers should ensure that policies or employment contracts clearly explain how staff can request NCL and SNCP. In instances where there is no statutory entitlement, particularly within the first seven days of neonatal care, Acas advises employers to be understanding. This could mean offering special paid leave or granting unpaid time off. A supportive approach during these early days can make a significant difference to employee wellbeing.
2. Be Flexible About Notice
The guidance recommends that employers adopt a flexible stance when it comes to notice for NCL. This may include allowing a representative (such as a partner or close relative) to give notice on the employee’s behalf or accepting verbal rather than written notice.
3. Maintain Supportive Contact
Keeping in touch with employees during NCL in a sensitive and appropriate way is strongly encouraged. With the employee’s permission, employers may find it helpful to communicate via a trusted family member or friend. In addition, offering resources that support mental health such as information about the organisation’s Employee Assistance Programme (EAP) or signposting to charities like Bliss or Mind can be especially valuable.
4. Respect Confidentiality
Confidentiality should be treated with care. It is advisable to discuss with the employee whether and how any information should be shared with colleagues or clients. Respecting their preferences helps ensure privacy and dignity during a particularly vulnerable time.
This updated guidance from Acas is a timely reminder of the importance of both policy and practice in supporting employees during critical life events. Beyond legal compliance, fostering a compassionate and inclusive workplace culture can strengthen employee trust, loyalty, and morale.
Employers may wish to use this opportunity to review their current policies, manager training, and communication strategies to ensure they reflect both the letter and the spirit of the new guidance. For assistance, please contact [email protected]
