At WytchWood, we believe in supporting our employees during significant life events, such as welcoming a new child. To ensure our employees can fully enjoy this special time, we have established a comprehensive Maternity and Paternity Leave Policy that aligns with the British system.

1. Maternity Leave Policy:

a. Eligibility: All female employees who have worked continuously for WytchWood for at least 26 weeks by the end of the 15th week before the expected week of childbirth are entitled to maternity leave and pay.

b. Duration: Eligible employees are entitled to up to 52 weeks of maternity leave, consisting of 26 weeks of Ordinary Maternity Leave (OML) and 26 weeks of Additional Maternity Leave (AML).

c. Pay: Statutory Maternity Pay (SMP) will be paid for up to 39 weeks. The first 6 weeks will be paid at 90% of the employee's average weekly earnings, and the remaining 33 weeks will be paid at the current statutory rate or 90% of the employee's average weekly earnings (whichever is lower).

2. Paternity Leave Policy:

a. Eligibility: All male employees who have worked continuously for WytchWood for at least 26 weeks by the end of the 15th week before the expected week of childbirth (or by the end of the week they are notified of being matched with their child for adoption) are entitled to paternity leave and pay.

b. Duration: Eligible employees are entitled to either one or two consecutive weeks of paternity leave. The leave cannot be taken as odd days or spread over several weeks.

c. Pay: Statutory Paternity Pay (SPP) will be paid at the current statutory rate or 90% of the employee's average weekly earnings (whichever is lower).

3. Shared Parental Leave:

In line with the UK's Shared Parental Leave regulations, we allow eligible mothers and fathers to share time off work after their child is born or placed for adoption. This could involve returning to work for part of the time and then resuming leave at a later date.

4. Notice:

Employees intending to take maternity or paternity leave should inform their immediate supervisor and the HR department as early as possible. This allows the company to support the employee’s absence and plan for business continuity during this period.

5. Return to Work:

On returning to work after maternity or paternity leave, employees have the right to return to the same job before they left, provided the leave period was 26 weeks or less. If the leave period was more than 26 weeks, they have the right to return to the same job, or if that is not reasonably practicable, a similar job with the same or better terms and conditions.

This policy aims to support the balance between work and family life among our employees. As part of our commitment to equal opportunities, we will not discriminate against employees who exercise their rights under this policy. If you have any questions regarding this policy or your rights, please contact the HR department.

This policy will be reviewed on a regular basis and may be amended in line with changes to company and employee requirements.