The Do’s and Don’ts: Neonatal Leave | Consensus HR in Herts & Beds
A Guide for Business Owners & Managers
From April 2025, the Neonatal Care (Leave and Pay) Act 2023 will come into effect, giving eligible parents up to 12 weeks of paid neonatal leave, separate from other parental leave.
At Consensus HR, we’re helping businesses prepare with this essential guidance:
✅ DO:
- Update your HR policies to reflect the new entitlement.
- Communicate clearly with staff about the change.
- Train line managers to handle sensitive conversations with empathy.
- Track absences correctly – neonatal leave is separate.
- Provide wellbeing support and signpost resources.
- Stay compliant and ahead of legal obligations.
❌ DON’T:
- Don’t treat it as ‘optional’ – this is a statutory right.
- Don’t delay responding to requests or policy updates.
- Don’t assume every situation is the same – families need different support.
- Don’t underestimate the impact of poor implementation on morale.
“This is an incredibly important and compassionate step forward in employment law. As a business owner or manager, recognising and respecting neonatal leave is not only a legal obligation, but also a chance to show your team that you care.”
— Matthew Chilcott, Owner – Consensus HR
📘 Learn More:
- GOV.UK Neonatal Leave Overview
- ACAS Guidance on Neonatal Leave
- Neonatal Care (Leave and Pay) Act 2023 – Full Legislation
📞 Need help updating your HR policies?
Contact Consensus HR today – your outsourced HR partner for clear, compliant, and people-first HR.
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