Purpose and Scope

This policy and procedure:

sets out the procedures to be followed for taking maternity, paternity or adoption leave and other family-related leave;
sets out expectations, benefits and entitlements to ensure that employees and managers have a clear understanding of, and comply with the relevant procedures and Fat Beehive expectations.

This policy applies to all Fat Beehive employees and workers, including those on secondment to other organisations, provided they meet the service requirements for eligibility.

Principles

The principles of this policy are:

requests for leave will be considered in line with current statutory guidelines, and timelines where applicable;
decisions will be applied fairly and consistently across the company;
when considering discretionary aspects of this policy the requirements of our work will always be paramount. However, Fat Beehive will be as flexible as possible when considering such requests.

Outcomes

The outcomes of this policy are that:

Fat Beehive demonstrates the value it places on the diversity of its employees;
employees are assisted in achieving a home and work life balance; and
Fat Beehive complies with relevant statutory requirements.

Monitoring and Review

The Operations Manager will monitor the implementation of this policy for consistency.

A formal review of this policy will take place every 2 years unless there is a significant change in relevant legislation or business need which triggers a review before then.

Maternity Leave

Leave and pay entitlements

Compulsory Maternity Leave

There is a 2-week period known as Compulsory Maternity Leave which a new mother is required to take by law immediately after the birth of a child and which is included in the Ordinary Maternity Leave period.

Ordinary Maternity Leave and Additional Maternity Leave

Ordinary Maternity Leave (OML) – This is the first period of 26 weeks leave after the birth of the child.
Additional Maternity Leave (AML) – This is the second period of 26 weeks leave; it follows OML.

Expected Week of Childbirth (EWC)

This is the week calculated by a GP or Midwife as the expected date of the birth of the child. In calculating an expectant mother’s length of service and entitlement to maternity leave and pay, the week is counted backwards from the EWC. Any length of service requirement must be met by the 15th week before EWC (see the Table below).

Fat Beehive enhanced provision – OML

Fat Beehive pays OML at 90% full pay for 20 weeks to qualifying mothers, in line with our commitment to support a work-life balance through family-friendly policies.

In order to qualify for the full provision, an expectant mother must have been employed continuously by Fat Beehive for one year or longer by the 15th week before the EWC. The Mat B1 form issued by a GP or Midwife to the expectant mother provides the date of the EWC.

Antenatal care

All expectant mothers (irrespective of qualifying service), are entitled to paid time off during working hours for antenatal care. Reasonable notice must be given to their line manager and evidence of the appointment may be required. (e.g. the MAT B1 form).

Employees may request unpaid leave to accompany their partner to up to two ante-natal appointments. The employee will be expected to confirm that they qualify for the time off through their relationship with the mother or child and that the time off is for the purpose of attending an appointment that has been made on the advice of a registered medical practitioner, nurse or midwife. As with other time away from work, the line manager should be given reasonable notice of the appointment.

Repayment of Fat Beehive enhanced provision

The enhanced maternity provision is payable to expectant mothers who intend to return to Fat Beehive following their maternity leave.

A member of staff who fails to return to work after Maternity Leave will be treated as being on unauthorised absence, and Fat Beehive will be entitled to take appropriate disciplinary action, which may include dismissal. Fat Beehive will, in such circumstances, reclaim any payment made in excess of SMP.

If a member of staff leaves within 12 weeks of the return to work after Maternity Leave Fat Beehive has the right to recover any payment made in excess of SMP.

This provision shall not apply to staff on a fixed-term contract that expires either before their return to work or within a period of 12 weeks from return to work provided that they have not:

(i) been notified that their contract is to be renewed/extended or

(ii) refused an offer of suitable alternative employment.

Summary of leave and pay

Length of Service	Maternity Leave Entitlement	Maternity Pay Entitlement
One year or more continuous employment at Fat Beehive by the 15th week before the EWC.	52 weeks	Ordinary Maternity Leave 12 weeks on full pay, 14 weeks at half pay6 weeks at lower rate SMP
	52 weeks	Additional Maternity Leave13 weeks at lower rate SMP13 weeks’ unpaid leave
Between 26 weeks’ and one year’s continuous employment at Fat Beehive by the 15th week before the EWC	52 weeks	Ordinary Maternity Leave10 weeks at 90% of the employee’s average weekly pay 16 weeks at lower rate SMP
	52 weeks	Additional Maternity Leave13 weeks at lower rate SMP13 weeks’ unpaid leave.
Less than 26 weeks’ continuous employment at Fat Beehive by the 15th week before the EWC	52 weeks	Entitlement to Ordinary and Additional Maternity Leave but both are unpaid. The Employee may apply for maternity allowance from Jobcentre Plus.

Notification procedures

An expectant mother must provide the following written information to her line manager by the 15th week before the EWC or as soon as is reasonably practicable:

the date she intends to start her maternity leave;
the number of weeks of maternity leave she wishes to take; and
her MATB1 certificate.

The line manager should send a copy of the above to The Operations Manager along with the original MAT B1 certificate. The Operations Manager will write to the expectant mother within 28 days, confirming the relevant dates for her maternity leave.

Should the expectant mother decide to change either the start or end date of her maternity leave she must notify her line manager in writing. The line manager will then seek advice from the Operations Manager. Any proposed change should be requested as soon as possible but no later than:

28 days before the new start date; and
8 weeks before a new return date (or the due date of return) whichever is earlier.

Commencing Maternity Leave

An expectant mother may start her maternity leave from the 11th week before the EWC.

However, she will automatically be considered to be on maternity leave if:

the birth of the baby occurs before the intended start of her maternity leave. Maternity leave will then start on the day following the birth of the child. In order to preserve her rights to maternity leave, the employee must notify Fat Beehive of the date of birth and provide a MATB1 certificate, if she has not already done so;
she is absent due to pregnancy-related illness at any time in the 4 weeks before her EWC. Maternity leave will start from the first day of absence.

In the unfortunate event of the death of the baby, the mother’s entitlement to maternity leave continues. Such circumstances include:

the baby is stillborn from the 24th week of pregnancy onwards;
the baby dies during childbirth; or
the baby dies at any time during the maternity leave.

However, following the death of a baby, as described above, the mother may decide that she wishes to return to work before the end of her maternity leave. In such circumstances, the employee should contact her line manager, who will arrange a meeting in order to discuss a possible new return date to work.

Entitlements relating to Maternity Leave

Continuity of employment

The employee’s contract of employment with Fat Beehive continues uninterrupted throughout their maternity leave, regardless of whether they receive any pay during the leave period.

Right to return to the same job

The following rights are extended to an employee returning from:

OML – If the employee returns to work during or at the end of OML, she has a right to return to the same job on the same terms and conditions. The exception to this is if her post has been affected by redundancy during her absence in which case Fat Beehive will offer her a suitable alternative vacancy, if one exists;
AML – If the employee returns to work during or following AML, she has a right to return to the same job wherever possible. However, if this should prove not to be practicable, Fat Beehive will offer her a suitable alternative on terms and conditions that are no less than would have been applied if she had not been absent.

If the employee decides not to return to work after additional maternity leave, she must give notice of resignation as soon as possible and in accordance with the terms of her contract of employment. If the notice period would expire after additional maternity leave has ended, Fat Beehive may require the employee to return to work for the remainder of the notice period.

Terms and conditions

Employees on maternity leave are entitled to benefit from all normal terms and conditions of employment during their leave period. However, the entitlement to remuneration (monetary salary) is only for certain periods of maternity leave (see the table above).

Pay awards

Employees on maternity leave are eligible to receive pay awards made in their absence, either:

during their absence, if they are on either enhanced Fat Beehive pay or the higher rate of SMP, effective from the date of the pay award;
on their return (or when they take their accrued annual leave, if this is after unpaid maternity leave), if they are on the lower rate of SMP or no pay. In this case, there is no entitlement to backdated pay.

Annual leave

Employees on paid and unpaid maternity leave continue to accrue annual leave in line with their contractual entitlement.

Expectant mothers are encouraged to take any outstanding accrued annual leave before commencing their period of maternity leave. Annual leave accrued during the period of maternity leave should normally be taken before the employee returns to work unless there is a specific business need to return at the end of the maternity entitlement.

The accrual of pension rights during maternity leave continues as usual during paid maternity leave, either enhanced Fat Beehive pay or SMP.

Sickness absence during or following pregnancy

If an expectant mother is absent from work before the start of her maternity leave (due to illness which is unrelated to pregnancy) or is unable to return following her maternity leave (whether related to the pregnancy and/or birth or not), the usual Fat Beehive sickness absence procedures will apply.

Periods of pregnancy-related sick absence that occur before the expectant mother’s maternity leave starts, will be paid according to their remaining sick pay entitlement but will be disregarded for the purpose of sickness absence monitoring and management action. Also, see above if the expectant mother is absent due to a pregnancy-related illness at any time in the 4 weeks before her EWC.

Health and Safety

Once the expectant mother has notified Fat Beehive of her pregnancy, she is entitled to be protected from certain risks in the workplace. As soon as the line manager is informed that the employee is pregnant they should notify the Operations Manager who will carry out a risk assessment for the employee. The line manager should discuss with the employee whether they wish their pregnancy to remain confidential and inform the Operations Manager accordingly. Fat Beehive will take measures to ensure that new and expectant mothers are not exposed to any risk that may harm them or their baby.

Keeping in Touch

The employee and her line manager may, if they so wish, agree a level of reasonable contact to be maintained. Line managers must ensure that employees are kept informed about any business changes, especially if these impact on their role.

Employees on maternity leave (other than during paid Ordinary Maternity Leave) also have the option to come into work to catch up with developments, undertake training or work. This must be arranged by mutual agreement and there is no compulsion on either side to offer or accept. If such days are arranged then the employee will still be considered to be on maternity leave but will be paid at her usual rate of pay for the days she attends work.

Fertility treatment

Employees may request paid leave if they or their partner are undergoing IVF treatment. Fat Beehive offers up to 10 days’ compassionate leave to an employee actually receiving IVF treatment and up to 5 days’ compassionate leave for employees accompanying a partner who is receiving IVF, in any 12 month period. As with other time away from work, the line manager should be given reasonable notice of the appointment, evidence of the appointment may be required.

Paternity leave and pay

The partner or spouse of a woman eligible for maternity leave may be entitled to paternity leave. See Paternity Leave section for further information.

Adoption Leave

Adoption Leave and pay entitlements

This procedure applies to Fat Beehive employees where they are the primary adopter of a child and where they meet the eligibility criteria below.

Adoption leave rights also apply to partnerships of the same sex.

Ordinary Adoption Leave and Additional Adoption Leave

Ordinary Adoption Leave (OAL) – This is the first period of 26 weeks following the placement of a child;
Additional Adoption Leave (AAL) – This is the second period of 26 weeks leave; it follows OAL.

Adoption Matching

The term “matched” is when the adopting parents are formally notified by an approved adoption agency that they have a child for adoption. The adoption agency will provide a Matching Certificate and will set out a Matching Week which is when the primary adopter will be placed with a child.

Qualifying for Adoption Leave

An employee is eligible for adoption leave if:

they have been newly matched with a child for adoption by an approved adoption agency; and
they have been continuously employed at Fat Beehive for at least 26 weeks in the week they are notified that they have been matched for adoption.

Fat Beehive Enhanced Provision – OAL

Fat Beehive pays OAL at 90% of full pay for 20 weeks to qualifying employees, in line with our commitment to support a work-life balance through family-friendly policies.

In order to qualify an employee must meet the above qualification criteria and have been employed continuously by Fat Beehive for one year or longer by the week in which the primary adopter is notified of being matched with a child.

Repayment of Fat Beehive enhanced provision

The enhanced maternity provision is payable to expectant mothers who intend to return to Fat Beehive following their maternity leave.

If a member of staff leaves within 12 weeks of the return to work after Maternity Leave Fat Beehive has the right to recover any payment made in excess of SMP.

This provision shall not apply to staff on a fixed term contract that expires either before their return to work or within a period of 12 weeks from return to work provided that they have not:

(i) been notified that their contract is to be renewed/extended or

(ii) refused an offer of suitable alternative employment.

Length of Service	Adoption leave entitlement	Adoption pay entitlement
One year or more continuous employment at PHSO, by the week in which the primary adopter is notified of being matched with a child	52 weeks	Ordinary Maternity Leave12 weeks on full pay, 14 weeks at half payAdditional Maternity Leave13 weeks at lower rate SMP13 weeks’ unpaid leave
Between 26 weeks and one year’s continuous employment at PHSO by the week in which the primary adopter is notified of being matched with a child	52 weeks	Additional Adoption Leave13 weeks at lower rate SAP13 weeks’ unpaid leave
	52 weeks		Less than 26 weeks’ continuous employment at PHSO in the matching week, by the week in which the primary adopter is notified of being matched with a child	52 weeks	Entitlement to Ordinary and Additional Adoption Leave but both are unpaid. The employee may apply for adoption allowance from JobCentre Plus

Notification procedures

Prospective adoptive parents are expected to provide as much notice of their intention to take adoption leave as is reasonably practicable. Employees must inform their line managers within 7 days of being notified by their adoption agency that they have been matched with a child for adoption.

Once they know the exact date that the child is expected to be placed with them they should provide their line manager with the following information:

the date they want their adoption leave to start;
a completed Adoption notification form;
a Matching Certificate from the adoption agency.

The line manager should send a copy of the above to the Operations Manager along with the original Matching Certificate. The Operations Manager will write to the employee within 28 days confirming the relevant dates for the adoption leave.

Should the employee decide to change either the start or end date of their adoption leave they must notify their line manager in writing. This should be as soon as possible but no later than:

28 days before the new start date; and
8 weeks before a new return date (or the due date of return) whichever is earlier.

Entitlements relating to Adoption Leave

Continuity of Employment

The employee’s contract of employment with Fat Beehive continues uninterrupted throughout their adoption leave, regardless of whether they receive any pay during the leave period.

Right to return to the same job

The following rights are extended to an employee returning from:

OAL – If the employee returns to work during or at the end of OAL, they have a right to return to the same job on the same terms and conditions. The exception to this is if their post has been affected by redundancy during their absence in which case Fat Beehive will offer them a suitable alternative vacancy, if one exists;
AAL – If the employee returns to work during or at the end of AAL, they have a right to return to the same job wherever possible. However, if this should prove not to be practicable, Fat Beehive will offer them a suitable alternative on terms and conditions which are no less favourable than would have applied if they had not been absent.

If the employee decides not to return to work after additional adoption leave, they must give notice of resignation as soon as possible and in accordance with the terms of their contract of employment. If the notice period would expire after additional adoption leave has ended, Fat Beehive may require the employee to return to work for the remainder of the notice period.

Terms and conditions

Employees on adoption leave are entitled to benefit from all normal terms and conditions of employment during adoption leave period. However, the entitlement to remuneration (monetary salary) is only for certain periods of adoption leave (see the table above).

Pay awards

Employees on adoption leave are eligible to receive pay awards made in their absence, either:

during their absence, if they are on either enhanced Fat Beehive pay or the higher rate of SAP, effective from the date of the pay award; or
on their return (or when they take their accrued annual leave, if this is after unpaid adoption leave), if they are on the lower rate of SAP or no pay. In this case, there is no entitlement to backdated pay.

Annual leave

Employees on paid and unpaid adoption leave continue to accrue annual leave in line with their contractual entitlement.

Employees are encouraged to take any outstanding accrued annual leave due to them before commencing their period of adoption leave. Annual leave accrued during the period of adoption leave should be taken before the employee returns to work unless there is a specific business need to return at the end of the adoption entitlement.

Accrual of pension rights during adoption leave continue as usual during paid adoption leave (either enhanced Fat Beehive pay, or SAP).

Keeping in Touch

Employees on adoption leave may, if they so wish, agree a level of reasonable contact to be maintained.

Employees on adoption leave (other than during paid Adoption Leave) also have the option to come into work to catch up with developments, undertake training or work.

This must be arranged by mutual agreement and there is no compulsion on either side to offer or accept. If such days are arranged then the employee will still be considered to be on adoption leave but will be paid at their usual rate of pay for the days they attend work.

Paternity leave and pay for primary adopters

The partner or spouse of an individual who adopts a child may be entitled to paternity leave. See Paternity Leave section for further information.

Paternity Leave

Leave and pay entitlements

Paternity leave is an entitlement for an employee whose wife, civil partner or partner gives birth to a child/children or adopts a child/children. It is only applicable within the first year of the child’s life or adoption and is in order for the employee to care for the child or to support their wife, civil partner or partner.

Ordinary Paternity Leave and Additional Paternity Leave

Ordinary Paternity Leave (OPL) is a maximum of two weeks. It may be taken in a one or two-week block, following the birth or placement of a child for adoption;
Additional Paternity Leave (APL) may be available to qualifying employees if the mother/primary adopter of the child has returned to work before using all their full maternity/adoption leave entitlement, then the father/partner may take Additional Paternity Leave.

Fat Beehive enhanced provision for OPL

Fat Beehive offers enhanced OPL to qualifying employees and will pay OPL at full pay. This is in line with our commitment to support a work-life balance through family-friendly policies. The entitlement to OPL is fixed regardless of the number of babies born/adopted in any one maternity/adoption process.

To qualify for enhanced OPL an employee must:

be the biological father of the child, or the primary carer/adopter’s spouse or partner;
have worked continuously at Fat Beehive for 12 months by the 15th week before the expected week of childbirth or by the week when the primary adopter is notified of being matched with a child; and
have, or expect to have, responsibility for the child’s upbringing.

OPL must be taken:

within eight weeks (56 days) of the birth or placement of the child;
in a single block of one week or two consecutive weeks (leave cannot be taken as single days).

Additional Paternity Leave

To qualify for APL an employee must:

be in continuous employment with Fat Beehive until the week before the first week of APL; and
meet the criteria for OPL.

In addition, the primary carer of the child must have returned to work before their statutory entitlement to maternity/adoption pay/maternity allowance has been exhausted and be entitled to one or more of the following:

Maternity/adoption leave;
Statutory maternity/or statutory adoption pay (and has at least two weeks’ that remains unexpired); and/or
Maternity allowance.

Additional Paternity Leave must:

be taken at any time from 20 weeks after the child is born or after the date of adoption placement;
end no later than 12 months after the child is born/adoption placement;
be between 2 and 26 weeks. The exact length of APL will depend on when the child’s mother or primary adopter returns to work after the birth or the placement of the child;
be one continuous period (a minimum of two consecutive weeks and a maximum of 26 consecutive weeks);
be taken in full weeks.

Fat Beehive enhanced provision for APL

Fat Beehive will pay full pay to qualifying employees for 2 weeks, in line with our commitment to support a work-life balance through family-friendly policies.

Summary of leave and entitlements

Length of Service	Paternity Leave entitlement	Paternity pay entitlement
ORDINARY PATERNITY LEAVE
One year or more continuous employment at Fat Beehive, by the 15th week before the EWC or the week the primary adopter is notified of being matched with a child	2 weeks (in a one week or two-week block)	2 weeks on full pay 2 weeks half pay
Between 26 weeks and one year’s continuous employment at Fat Beehive, by the 15th week before the EWC or the week the adopter is notified of being matched with a child	2 weeks (in a one week or two-week block)	1 week on full pay 1 week paternity pay at the statutory rate
Less than 26 weeks’ continuous employment at Fat Beehive by the 15th week before the EWC	2 weeks	2 weeks unpaid leave

Notification procedures – OPL and APL

Ordinary Paternity Leave

Employees applying for ordinary or additional paternity leave must provide the following written information to their line manager by the 15th week before the expected week of childbirth (EWC) or within 7 days of being notified by their adoption agency that they have been matched with a child for adoption:

a completed Paternity leave form;
a copy of their partner’s MATB1 or Adoption Matching certificate; and the anticipated start date of paternity leave.

Commencing Paternity Leave

The employee may bring forward the APL start date, provided that they advise Fat Beehive in writing at least six weeks before the new start date or, if that is not possible, as soon as reasonably practicable. The employee may also postpone the APL start date, or cancel their APL, provided that they advise Fat Beehive in writing at least six weeks before the original proposed start date or, if that is not possible, as soon as reasonably practicable.

Entitlements relating to Paternity Leave

Continuity of employment

The employee’s contract of employment with Fat Beehive continues uninterrupted throughout their paternity leave, regardless of whether they receive any pay during the leave period.

Right to return to the same job

The following rights are extended to an employee returning from:

OPL – If the employee returns to work during or at the end of OPL, they have a right to return to the same job on the same terms and conditions. The exception to this is if their post has been affected by redundancy during their absence in which case Fat Beehive will offer them a suitable alternative vacancy if one exists;

Terms and conditions

Employees on paternity leave are entitled to benefit from all normal terms and conditions of employment during their paternity leave period. Entitlement to remuneration (monetary salary), during their paternity leave, will depend upon the type of paternity leave they are currently taking and the length of service.

Pay awards

Employees on paternity leave are eligible to receive pay awards made in their absence, either:

during their absence, if they are on either paid (2 week period) or Statutory Paternity Pay (SPP) effective from the date of the pay award; or
on their return (or when they take their accrued annual leave, if this is after unpaid paternity leave) if they are on the lower rate of SPP or no pay. In this case, there is no entitlement to backdated pay.

Annual leave

Employees on paid and unpaid paternity leave continue to accrue annual leave in line with their contractual entitlement.

Annual leave should be taken before the employee returns to work unless there is a specific business need to return at the end of the paternity entitlement.

Accrual of pension rights during paternity leave continue as usual during paid paternity leave (either enhanced Fat Beehive pay or SPP).

Keeping in Touch

Employees may, if they so wish, agree a level of reasonable contact to be maintained.

Fat Beehive employees also have the option of agreeing to a maximum of 10 days the employee can come into work to catch up with developments, undertake training or work. This must be arranged by mutual agreement and there is no compulsion on either side to offer or accept. If such days are arranged then the employee will be paid at their usual rate of pay for the days they attend work.

Parental leave

Leave and pay entitlements

Parental leave allows employees to take unpaid leave from work for up to 4 weeks in any one year to spend time to care for, or make arrangements for, the welfare of their child. Examples of parental leave include:

taking time to settle a child in a new nursery or when starting school;
managing a change or breakdown in childcare arrangements;
accompanying children on school trips.

Parental leave can be taken in multiples of single days or in blocks, to a maximum of 4 weeks, in one year. The year is calculated on a rolling year basis from the first day of parental leave taken by the employee.

Parental leave may be combined with annual leave or added to the end of a period of maternity, adoption or paternity leave with the agreement of the employee’s line manager.

The employee’s terms and conditions remain unchanged during parental leave with the exception that unpaid leave is not counted as reckonable service for pension purposes.

Qualifying for parental leave

Employees are eligible to apply for parental leave if they:

have been continuously employed at Fat Beehive for one year or more;
have or expect to have responsibility for a child because they:
- are the parent of a child no older than 5 years old;
- have adopted a child (parental leave must be taken until the fifth anniversary of the adoption or until the child’s 18th birthday, whichever occurs sooner);
- have acquired formal, legal parental responsibility for a child no older than 5 years old; or
- have responsibility for a child who is entitled to disability allowance and is under 18 years old.

Notification procedures

Employees should apply for parental leave with as much notice as possible and not less than 21 days in advance. However, Fat Beehive recognises that sometimes parental leave may have to be taken in response to an emergency, in which case the employee should notify their line manager as soon as they realise they have to take parental leave.

Other than in the event of an emergency, applications for parental leave will be considered in the same way as other leave applications, with due regard for operational requirements and business needs. Employees applying for parental leave should contact their line manager or the Operations Manager.

Time off for dependants

Leave and pay entitlements

This procedure allows employees the right to take a reasonable amount of unpaid time off work to deal with emergencies or to make arrangements for long term care for dependants. For the purpose of this leave dependants are defined as:

a spouse or partner;
a child;
a parent;
someone living in the same house as part of the family, but not as their employee, tenant, lodger or boarder; or
in exceptional cases, a person who does not fit the above categories but relies on the employee for assistance or care arrangements (e.g. an elderly neighbour living alone).

Examples of circumstances in which short periods of time off can be taken under this procedure are:

to provide assistance when a dependant falls ill, gives birth or is injured or assaulted;
to make arrangements for the provision of care for an ill or injured dependant; the death of a dependant;
an unexpected incident involving the employee’s child at an educational establishment;
an unexpected disruption in care arrangements for a dependant.

Qualifying criteria and notification

There is no length of service requirement and all Fat Beehive employees are entitled to request to take a reasonable amount of time off for dependants.

Time off for dependants is for emergency needs and is not available to cover childcare or other caring needs that are planned or expected.

When requesting the time off, an employee should:

apply in writing to their line manager, giving the reason and likely length of their absence; and
provide as much notice as possible.

In an emergency, the employee should contact their line manager by telephone as soon as is reasonably practicable and inform them of the reason for, and likely length of, their absence.

The reasonableness of an employee’s request to take time off will usually involve consideration of factors such as:

whether and how often the problem has occurred before;
whether there is another way of resolving the problem;
Fat Beehive’s operational requirements and business needs.

Family Leave	Length of Service Requirement	Entitlement	Leave & Pay Entitlement
Time off for dependants	No length of service requirement	A reasonable amount of time off for emergency caring needs	Unpaid