Businesses must prepare for a significant new workplace entitlement where a baby is born on or after 6 April 2025 – neonatal care leave. Currently, 1 in 7 babies in the UK requires neonatal care due to premature birth, low birth weight, or complications.
What’s New for Working Parents (and Babies)
The 12‑Week Offer
Starting today, if your newborn ends up in the hospital for at least seven straight days during their first month, you’re granted the right to take up to 12 weeks of paid neonatal care leave right away.
Who Gets the Bonus?
Over 60,000 parents are expected to snag this benefit. Also, many employers will handle statutory neonatal care pay (SNCP), which means you’ll get a paycheck while you’re on the front lines of diaper duty.
What Employers Need to Do
- Check your leave policy and make sure it lines up with the new rules.
- Set up a simple, clear process for employees to apply.
- Run the SNCP system so salaries don’t lag.
- Train HR to handle the paperwork quickly and friendly.
Why Act Fast
Ignoring the changes means you could find yourself scrambling when a baby’s first 7‑day hospital stay triggers the leave period. Don’t let paperwork pile up—get prepped now.
So, what do businesses need to know—and how can they prepare?
What’s Neonatal Care Leave All About?
Picture this: you and your partner are about to welcome a tiny bundle of joy, and suddenly the government says, “Hey, you’ve got a new baby? That’s great! You can pause work for a while.” That’s the magic of neonatal care leave. It’s a one‑day “right” that kicks in the very first day of your newborn’s hospital stay, as long as the baby is 28 days old or younger and spends at least seven consecutive days in the hospital or under related care.
Who Qualifies?
- Parents, individually. Both the mother and the father each get their own slice of this stop‑work opportunity.
- If the baby doesn’t stay in the hospital but still receives hospital‑directed care (think post‑discharge follow‑ups, monitoring visits, or palliative support), the same rule applies—milestones like a week of continuous care trigger the leave.
What Does “Neonatal Care” Mean?
Neonatal care covers three main scenarios:
- Hospital care. The baby’s admitted to the medical unit for treatment.
- Doctor‑led follow‑up care. After discharge, the child continues to be monitored under a consultant’s direction—weekly visits, check‑ups, and other hospital‑arranged services.
- Palliative or end‑of‑life care. Even in the toughest circumstances, the leave still applies.
In a Nutshell
Neonatal care leave lets parents step away from the office, make sure the newborn gets the medical attention it needs, and manage the emotional rollercoaster—without bringing a case of the blues to the workplace. If you’re meeting those criteria, you’re officially free to take time off right from day one.
The right is in addition to maternity, adoption, paternity and shared parental leave.
What’s the Deal with Neonatal Care Pay and Leave?
Statutory neonatal care pay (SNCP) is the government’s way of helping new parents who have to take a little extra time to sit with a newborn who’s in a neonatal unit. Let’s break it down in plain English.
Who Can Claim?
- Worked for at least 26 continuous weeks before the baby arrives.
- Earns an average of at least £123 per week.
If you meet those criteria, you’re looking at a £187.18 per week payment.
Who Counts as a “Parent”?
Think “parent” broadly: the biological mom or dad, a surrogate’s intended base, an adopter, or even a partner living with the baby‑to‑be. In short, anyone tied up in an “enduring family relationship” with the child qualifies.
Neonatal Care Leave: The Freedom to Pause the World
Parents can snag up to 12 weeks of leave at no cost if they need to stay with a newborn in the NICU. You’re guaranteed at least one week, but you can take longer.
When Can You Take It?
- Starts from the moment the baby is admitted to the neonatal unit.
- Must fall somewhere within the first 68 weeks after birth or adoption.
- Usually stacks on top of maternity leave, giving you that extra breathing room.
Two Stages: Tier 1 vs. Tier 2
There are two ways to line up your leave:
- Tier 1 – From first day of neonatal care to seven days after it ends. You can split this into chunks of at least a week, so if baby is doing a short-term stay, you can take a bit at a time.
- Tier 2 – The remaining time up to 68 weeks. Here, you’re required to keep the leave in one continuous block.
Notice‑and‑Pay Rules
The notice you give to your employer depends on which tier you’re in. Tier 1 usually has less stringent notice, but if you and your boss are good pals, you can waive the notice requirement altogether. That’s one way to keep the peace.
Bottom Line
Basically, if you’ve been there, done that for 26 weeks, and hit the pay threshold, you can easily claim a sweet weekly payment and tuck away up to twelve weeks of paid leave to sit with your little floor‑dancer in the NICU—without needing to jump through hoops, thanks to the latest rights.
What should employers do now?
Getting Ready for Neonatal Care Leave
Hey employers, the new neonatal care leave rules are coming, and you’ll want to hit the ground running. It’s all about making sure your team knows their rights—and no one is left tangled in paperwork.
1⃣ Draft a Clear and Simple Policy
- Who gets the leave? Pin down eligibility: full‑time, part‑time, contractors, etc.
- When does it kick in? Start dates, maximum duration, and how it ties into your existing benefits.
- Notice rules – give folks a heads‑up window (e.g., “mention your leave at least two weeks in advance”).
2⃣ Decide on Enhanced Pay or Not?
Statutory pay isn’t always enough. If you already offer generous family packages, consider topping up the neonatal leave period—just let the rest of the team know.
3⃣ Align Your Policy with the New Law
Go through any old leave plans and dial them up to the statutory minimum. A quick audit and an update will keep you compliant.
4⃣ Spread the Word
Don’t let employees guess what’s going on. Board a meeting, send an email, or drop a newsletter. Explain the steps to apply, the right to keep their employment terms, and the fact that pay stops for the leave period.
5⃣ Train Your Managers
Managers are the frontline. Teach them how to handle applications with empathy, keep those “no detriment” rules in mind, and be ready for the emotional rollercoaster parents may face.
6⃣ Keep a Pulse on Additional Government Guidance
The Ministry’s full guidance is still under construction. Stay tuned—once it drops, update your policy and your communications accordingly.
7⃣ Look Beyond the Leave Period
When the baby returns home, that little one may still need specialist care. Offer flexible working patterns (shift swaps, remote days) to help parents juggle. Also, shout out any well‑being initiatives or Employee Assistance Programs (EAPs) you’ve got. Nobody should feel like they’re navigating a medical maze alone.
Get Support From These Charities
- The Smallest Things Charity: a bright spark for families facing neonatal care.
- Bliss Charity: hope and support for newborn families.
- Working Families: practical help and community for working parents.
Cheers to making life smoother for your newest parents. Their little bundle will be thriving, and your team will feel the difference too!