Maternity leave
Our Maternity Leave Policy sets out the rights and responsibilities of employees, regardless of gender identity and trans identity, who are pregnant or have recently given birth, and gives details of the arrangements for antenatal care, pregnancy-related illness, and maternity leave and pay. The policy aims to implement best practice in the processing of applications, management of pregnant workers and return to work arrangements. The policy is inclusive and where the term “mother” is used it refers to the employee who gave birth, regardless of that employee’s gender identity or trans identity.
Between 01.04.22 and 31.03.23, a total of 91138.7 hours of maternity leave were used (36292 hours more than the previous year), with the Directorate breakdown shown in the table below:
| Directorate | Special leave hours |
|---|---|
| Corporate | 16489.7 |
| Golden Jubilee Conference Hotel | 0.0 |
| Heart, Lung and Diagnostic Services | 42825.2 |
| National Elective Services | 31823.8 |
| NHS GJ Total | 91138.7 |
Maternity Support (Paternity) Leave
Maternity support (paternity) leave applies to non-birthing parents, including biological and adoptive fathers, nominated carers and partners of birthing parents, and allows time off for employees who wish to provide maternity support.
During the monitored period employees used a total of 621.5 hours of maternity support (paternity) leave (an increase of 20.5 hours on the previous year). The Directorate breakdown is shown below:
| Directorate | Special leave hours |
|---|---|
| Corporate | 188.0 |
| Golden Jubilee Conference Hotel | 0.0 |
| Heart, Lung and Diagnostic Services | 355.5 |
| National Elective Services | 77.5 |
| NHS GJ Total | 621.0 |
