November 17th is World prematurity day is a global day to raise awareness of the 1 in 10 babies born worldwide prematurely. That accounts for 15 million births each year, so it is more common than you think. The birth of a baby is a significant event for anyone. If baby arrives earlier than expected it can be life-changing.
In 2013 I was mum of a baby born at 23+6 weeks, arriving 16 weeks prematurely. My son underwent 5 surgical operations, 2 of them life-saving. He spent 6 months in NICU (the neonatal intensive care unit) in hospital before being able to come home. I had to wait 17 days after his birth before I could hold him for the first time. This blog is therefore underpinned with my lived experience.
How can you as an employer make a difference?
The introduction on 20 January 2025 of statutory Neonatal Care Leave and Pay Act 2023 has been long-awaited. Parents of babies born too early or babies admitted to neonatal care within the first 28 days with hospital stays of 7 full consecutive days or more are now eligible to receive an additional 12-weeks of paid leave (paid at the lower rate of SMP) in addition to their other maternity /paternity & parental leave entitlements. This would have made a significant difference for us as a family back in 2013.
The more flexibility, support, and understanding you can show to parents of premature babies, the less they have to worry about.
Neonatal leave will help your employees in various ways:
- Mum is on maternity leave but may be spending a lot of that time in hospital. I lost half my maternity leave this way. In 2013 I was fortunate that my employer offered me extra unpaid leave when the maternity leave was over. That was invaluable. 12 weeks of additional paid leave to bond, settle in at home, feel normal(ish) at last and simply enjoy being new parents will be a lifeline to many families.
- Mums of premature babies are twice as likely to suffer from postnatal depression, so may need extra time and support. I was on auto-pilot, operating on adrenaline for 6-months and did not fully appreciate the impact on my mental well-being until I was home with space to process.
- Don’t forget Dad! Research shows that the mental health of Dads of premature babies suffers too. Dad may be juggling normal family life with caring for his wife or partner and other siblings. Be understanding. He may also need extra flexibility in working patterns to visit baby in hospital.
Also, bear in mind that he will likely want to postpone taking paternity leave until baby actually comes home.
Baby can often be in a hospital away from home. Added travel, accommodation and childcare costs for siblings can become a real strain for parents. And of course, other family members may also be impacted if they are offering support.
Bear in mind the impact of sleepless nights worrying, daily, prolonged hospital visits and emergency care for siblings on other family members. You don’t want your business to suffer in any way, but as an employer, you also have a duty of care to your staff.
Discuss the options with your employee. Any employment changes are likely to be temporary but will go a long way to alleviating pressure and stress for them. This will benefit you in the long run.
In addition to statutory leave, show wider understanding by offering;
- Temporary flexible working hours to enable hospital visits and practical support for the family
- TOIL (Time off in lieu)
- Unpaid leave (i.e. for Grandparents caring for siblings)
- The ability to work from home
- Regularly check in and ask how everyone is, show you care
Or can you offer a combination of these?
Bereavement leave
If the worst happens and your team members are unable to bring baby home, they will of course receive 2 weeks statutory paid parental bereavement leave. If we had faced this, I know that 2-weeks simply wouldn’t have been sufficient.
- Could you review your paid compassionate or bereavement leave policies
- offer further extended unpaid leave
- explore other sickness absence leave options
- offer access to paid counselling services
Discuss the options with your employee. Any employment changes are likely to be temporary but will go a long way to alleviating pressure and stress for them. This will benefit you in the long run.
Showing compassion and flexibility at difficult, life-changing times in employees’ lives is a sign of a great employer. It doesn’t have to be to the detriment of your business.
Be that understanding employer. Send a very positive message that you care about your team. In return, they will care about doing the very best they can for your business when life settles down again.
You cannot plan for a premature birth. Do not underestimate the shock, stress, and often significant medical challenges involved.
Whatever you can do to help your colleagues at this difficult time will be appreciated and remembered. Work with your staff to help them through.
And by way of update, our amazing son turns 12 this year and continues to keep us on our toes!
If you need guidance on flexible working, employment law around parental leave, or any other people issues, please get in touch.