Getting Ready for the New Right to Neonatal Care Leave and Pay

From 6th April 2025, a new statutory entitlement comes into effect: Neonatal Care Leave and Pay. This significant development in UK employment law is designed to support parents whose newborns require specialist hospital care in the early weeks of life.

This new right recognises the emotional and practical challenges faced by parents during this critical time – ensuring they no longer need to rely on other family-friendly leave entitlements, such as maternity or paternity leave, for something they weren’t originally designed to cover.

Here’s what employers need to know to prepare effectively.

Why this new right matters

Previously, parents with babies in neonatal care often had to use their maternity, paternity, or parental leave to be present in the hospital – leave that was meant for recovery and bonding. The introduction of Neonatal Care Leave and Pay aims to fill this gap, offering much-needed support during what can be a stressful and uncertain time.

Just like with maternity rights, eligibility for leave and eligibility for pay will have different requirements.

Who qualifies for neonatal care leave?

Available from day one of employment, this new right applies to parents of babies born on or after 6th April 2025, where the baby requires at least seven continuous days of neonatal care in the hospital, starting within the first 28 days after birth.

For every seven days, their child receives neonatal care, eligible parents can take one week of Neonatal Care Leave.

This leave can be added to the end of other family leave, such as maternity leave, meaning employees might take this leave sometime after the neonatal care period itself.

Importantly, the right is not limited to biological parents – partners, adoptive parents, and others with parental responsibility are also eligible, provided the baby meets the qualifying criteria.

Who qualifies for neonatal care pay? 

To receive Statutory Neonatal Care Pay (SNCP), the employee must:

• Have at least 26 weeks’ service with their employer.
• Meet the same neonatal care conditions outlined above.
• The SNCP rate will align with other statutory payments – £187.18 per week or 90% of average weekly earnings (whichever is lower) from April 2025 to April 2026. As with the leave entitlement, this also extends to those with parental responsibility, not just biological parents.

What should employers do now?

To be ready for the new entitlements, employers should take proactive steps:

• Update Policies and Procedures. Make sure your family leave policies are revised to reflect Neonatal Care Leave and Pay.
• Train Managers and HR Teams. Equip line managers and HR professionals with the knowledge and guidance needed to support affected employees appropriately.
• Foster a Supportive Workplace Culture. Be mindful of the emotional toll this situation may place on employees. Compassion, flexibility, and empathy go a long way during such a difficult time.
• Prepare Payroll Systems. Ensure payroll teams are ready to manage the new statutory pay arrangements accurately and smoothly.

Final thoughts

The introduction of Neonatal Care Leave and Pay marks an important step forward in family-friendly employment rights in the UK. It acknowledges both the emotional and financial strain on families with babies requiring specialist care and ensures they’re better supported during this critical period.

Employers have an essential role in implementing this change—and they must do so with compassion and care. Remember: treating an employee less favourably for taking this leave could result in a claim for unfair dismissal.