What is Additional Maternity Leave?

Everyone’s heard of maternity leave! But, unless you’ve been employed and had a baby, most of us probably don’t know exactly what it involves.

And for people like working, first-time mums, knowing what leave you’re entitled to when your baby’s born is essential!

As an employer, your role in this journey is just as important. It’s about seeing beyond all the legal bits and creating an environment where mothers feel supported and safe.

In the UK, employees are legally allowed 52 weeks (one year) of statutory maternity leave. This is there for the taking, no matter how long someone’s been in a job, how many hours they work, or how much they get paid.

Supporting those new mums in this exciting time of their lives is not only a legal requirement, but it also shows off the type of culture that your company has. And as we all know, a good company culture means happy employees, which means better retention!

The three periods of maternity leave

Maternity leave is divided into three distinct periods. It’s pretty important to know your OML from your AML! (Don’t worry, that’ll make sense in a second.)

Compulsory maternity leave - New mums have to take two weeks off work immediately following the birth of their child. If they work in a factory, this period extends to four weeks.
Ordinary maternity leave (OML) - This refers to the initial 26 weeks of maternity leave.
Additional maternity leave (AML) - This is the following 26 weeks of maternity leave available to those who want to take more time off work than just the ordinary maternity leave. AML begins immediately after OML ends (told you it would make sense).

Remember that taking additional maternity leave is entirely up to your employee. They're certainly not obliged to take the full 52 weeks off. If they do decide to extend their time off beyond the first 26 weeks, they’ll automatically enter the additional maternity leave period.

For managers, understanding that AML makes up the latter half of maternity leave is key. This is because, even though it’s still part of the same overall entitlement, some of the rules (especially around returning to work) can be a little different.

Understanding the ins and outs of additional maternity leave in the UK

Knowing how AML works isn't just about flexing your legal muscles; it’s crucial for your business. It impacts your responsibilities, your planning, and even how your employees feel about working for you.

Legal responsibilities and compliance

You have clear legal obligations regarding additional maternity leave, just as you do for maternity leave in general. This includes:

Right to take leave: You must allow eligible employees to take AML if they choose to, up to the full 52 weeks. "Eligible employees" are those who meet the statutory conditions for maternity leave as set out by UK law, mainly based on their employment status, as long as they’ve given you the correct notice.
Pay entitlement: While maternity leave as a whole is 52 weeks, statutory maternity pay (SMP) usually only covers the first 39 weeks. This means the final 13 weeks of AML is typically unpaid. You need to be clear about this with your employee and understand your obligations and their expectations if you do or don’t offer enhanced pay beyond SMP.
Protecting rights: Even during AML, employees continue to accrue annual leave and generally retain non-payment benefits. We'll dive into this later, but it's a key area for compliance.

Impact on planning and operations

The full 52 weeks of maternity leave, with additional maternity leave making up the latter half, represent a hefty chunk of absence for a star team member. This means:

Longer absence duration: Unlike a few weeks here and there, a full year off needs a bit more careful planning for how you’ll cover their role. You simply can't just scramble for cover at the last minute.
Need for robust planning: This calls for some serious strategic planning. Who’s going to take over their projects? Are there any specific skills that only they have that need to be covered? You might need to consider bringing in temporary staff or cross-training your team. It’s a good idea to invest in an annual leave management software as well, to help you stay on top of who’s in and who’s not.
Project continuity: Making sure projects don't stall and client relationships stay strong throughout the entire maternity leave period is absolutely vital for keeping your business ticking along nicely.

Your employees' experience

How you manage additional maternity leave impacts how your employee feels about your company.

Feeling supported: When an employee knows their extended leave, including AML, is fully supported, they feel valued and respected. This boosts their morale and loyalty to your business.
Reduced stress: Knowing they have the option for AML can significantly reduce stress for new mums, allowing them to focus entirely on their new baby without worrying about rushing back to work.
Positive reputation: A company that handles AML smoothly and supportively builds a fantastic reputation as a family-friendly employer, making it more attractive for future talent.

Pros and cons of additional maternity leave for employers

Deciding how to approach additional maternity leave as an employer can be tricky. You’ve got to weigh the pros and cons of AML for your business.

But hey, don’t worry! We’re here to help, after all. Here are some of the pros and cons you should consider.

The pros: Why supporting AML benefits your business

We’ve touched on some of the reasons why you should support AML already, but let's go into a bit more detail now:

Higher retention of top talent: Losing an experienced employee can be expensive and disruptive. When new mums feel supported through their full maternity leave, they’re far more likely to return to your company. This saves you hefty recruitment fees and keeps valuable knowledge and skills right there in your business.
Enhanced company culture and employer brand: Being seen as a company that supports long-term parental leave makes a powerful statement. It tells current and future employees that you value work-life balance and support your team through significant life events. This boosts internal morale and creates a fantastic reputation as a family-friendly employer, making you more attractive in the job market.
Improved morale and engagement of returning employees: An employee who’s got the time to bond properly with their baby returns to work feeling refreshed and motivated. They’re likely to be more engaged and productive because they feel valued and respected.

The cons: What to keep an eye out for

Managing a full year's absence won’t be without its challenges. Here are some things you need to be ready for when an employee takes additional maternity leave:

The right to return to a similar job role: Although AML might seem similar to ordinary maternity leave, there's a distinct difference. If someone only takes OML, they're entitled to return to their previous job role. But, with AML, an employer doesn’t have to offer the previous job back if it's not practical. Instead, an employer must offer a similar role that has the same salary, terms, and expectations as the previous position.
Potential for unpaid period: Another thing to consider is that an employee might not get paid for the full duration. Usually, they're entitled to statutory maternity pay or maternity allowance for the entire period of OML, as well as the first 13 weeks of AML. However, this means the remaining 13 weeks of AML will usually be unpaid. During this time, they also won't be entitled to any accrued pension rights.
Maintaining connection during leave: Keeping an employee engaged and informed during a full year of maternity leave requires a bit of effort. You need a strategy to share relevant updates without overstepping boundaries. A great way to do this is ‘Keep in Touch’ days.

Start managing maternity leave the easy way

Going on maternity leave can be so exciting if an employee feels supported along the way. So it’s your job, as their employer, to get this right.

Beyond just doing what the law says, truly supporting maternity leave is a good move for your team, your company's vibe, and your future success. It creates a workplace that:

Pulls in top talent
Builds loyalty
Reduces burnout
And ultimately leads to a happier, more engaged, and productive team

While managing all types of leave can feel a bit much sometimes, having the right tools makes all the difference.

And one of the best ways to do so is by setting yourself up with an annual leave management system! Wouldn’t you know it? Timetastic does just that.

We can help by:

Effortlessly tracking long absence: Easily manage the full 52 weeks of maternity leave, from day one of ordinary leave right through to additional leave.
Automating holiday accrual: No more head-scratching over calculating annual leave that builds up during those long leave periods – our system does the maths for you!
Keeping tabs on KIT days: You can easily log and manage those valuable Keeping In Touch days, making sure both you and your employee are on the same page.
Boosting planning visibility: Get a clear, instant overview of who’s off and when, making it simpler to arrange cover for maternity leave or any other absence.

So, ready to get started? See how Timetastic can help you make managing leave a breeze, keep your team supported, and help your business run smoothly with our 30 day FREE trial! No card needed, no strings attached - just simplicity at the push of a button.