Adoption Leave Policy (Adoption within Great Britain)

This Adoption Leave Policy (Adoption within Great Britain) sets out the employee’s rights in respect of an employee who is:

• Adopting a child through a UK adoption agency;
• Fostering a child with a view to adoption; or
• Having a child through a surrogate mother.

Adoptions from overseas are not dealt with in this policy.

The policy addresses the right to paid time off for adoption appointments, the right to Statutory Adoption Pay (SAP), the right to keep in touch and the right to return to work.

Employees who have been notified of a match for adoption are automatically entitled to a total of 52 weeks’ Adoption Leave, comprising 26 weeks’ Ordinary Adoption Leave (OAL) and 26 weeks’ Additional Adoption Leave (AAL). This right is also now available to legal parents under a surrogacy arrangement. Local authority foster parents who are also prospective adopters are entitled to take ordinary adoption leave.

The right to return to work is determined to some extent by how much leave is taken. If only OAL is taken, the employee may return to his/her original job. If AAL is taken, the employee is entitled to return to his/her job, however if that is not reasonably practicable, the employer may provide a job that is suitable and appropriate for him/her.

This Adoption Leave Policy (Adoption within Great Britain) contains the following sections:

1. Introduction
2. Time Off for Adoption Appointments
3. Entitlement
4. Adoption Leave
5. Adoption Pay
6. Rights during Adoption Leave Period
7. Returning to Work After Adoption Leave
8. Shared Parental Leave
9. Data Protection

This policy has been updated to take account of the General Data Protection Regulation (GDPR). The GDPR requires employers to comply with principles for processing personal data, including unauthorised access to personal data. This policy references the Company’s Data Protection Policy.

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