Maternity / Adoption and Paternity Leave

Dear all,

Following a review of our family friendly practices throughout the Springfield Group, we are delighted to announce that we have made enhancements to our maternity leave, adoption leave and paternity leave policies.

We have taken inspiration from some current Springfield, Walker and Dawn practices and will roll these out across the entire Springfield Group.

Current statutory leave and pay is dependent upon you meeting certain criteria, details of which can be obtained from HR or our staff handbook. To qualify for our enhanced payments, you must also meet additional eligibility criteria.

We have detailed the key changes below.

Maternity / Adoption leave

You qualify for enhanced maternity/adoption pay if you have been continuously employed during the 12 month period ending with the Qualifying Week and have not received any enhanced maternity pay or adoption pay from our employment during the 12 month period ending with the Qualifying Week.  This is paid at the rate of your normal basic salary during maternity and adoption leave and includes any Statutory Maternity Pay (SMP) or Statutory Adoption Pay (SAP) that may be due for that period.

The table below shows the statutory maternity and adoption leave payments and our enhanced maternity and adoption leave pay, should you be eligible for either. 

Maternity Adoption Leave

Payment of enhanced maternity pay is conditional on you confirming in writing, prior to starting maternity leave that you intend to return to work for at least six months.  If you later decide not to return to work for this minimum period, you must repay any enhanced maternity pay (but not SMP).

Paternity leave

You qualify for enhanced paternity pay of two weeks at basic pay if you have been continuously employed during the 12 month period ending with the Qualifying Week and have not received any enhanced paternity pay or adoption pay from our employment during the 12 month period ending with the Qualifying week.

The table below shows the statutory paternity leave payments and our enhanced paternity leave pay, should you be eligible for either.

Paternity Leave

Payment of enhanced paternity pay is conditional on you confirming in writing, prior to starting paternity leave that you intend to return to work for at least one month.  If you later decide not to return to work for this minimum period, you must repay any enhanced paternity pay (but not SPP).

Should you require any of these periods of leave going forward, HR will confirm your entitlements with you.

In the meantime, please contact a member of the HR team if you have any questions.

All the best

Innes