How to review your family and parental leave policy

Key points to look out for 

Clear procedures for managing each type of leave

Note that your school or trust may have a different name for this policy depending on its scope – for example, you may have a standalone maternity policy, or a policy that covers a wider range of family-related leave. Regardless of your policy's scope, it should set out, for each type of leave:

• Who's eligible
• The length of time staff members can be off for
• When the leave can start
• How to claim it
• Time frames for notifying the school/trust of any changes of plans (if relevant)
• Whether it's unpaid or paid 

What staff should expect and who to speak to when arranging leave

Your policy should clearly outline:

• Roles and responsibilities of staff members (including line managers)  
• Details of risk assessments that will need to be carried out during and after pregnancy
• Expectations for keeping in touch during leave (if relevant)

Procedures and rights when returning to work

Your policy should cover:

• Staff's rights to their job 
• Adjustments to working conditions if needed
• Returning to work earlier or later than planned (if relevant)

Key questions to challenge the policy

1. Does our policy consider the needs of the wide range of staff members who may need to refer to it? 

Your school/trust leaders should be able to reassure you of this. They could explain that the policy covers different scenarios that may come up (e.g. surrogacy, miscarriage and premature birth), and that they've made a conscious effort for the policy to be inclusive. Note that your school or trust may cover different scenarios or types of leave across several school policies.

2. Have you consulted the unions represented at our school/in our trust?

This is best practice and highly recommended before implementing any policy referring to staff expectations. If the answer is no, you'll want to be assured that your senior leaders have taken advice from HR professionals. 

3. How does our policy compare to those of other schools/trusts in the area?

By comparing what your school or trust offers with those nearby, your leaders can make sure that your offer is competitive and will help encourage more people to apply for jobs. Leaders could explain how the policy follows local and national guidance and best practice, but also whether they've considered going above and beyond expectations.

4. How are staff made aware of this policy and any updates? 

Leaders should outline how new employees are presented with this information, and how they make sure that any updates have been read and acknowledged by all staff. 

Find more questions to ask when reviewing any policy.

Download our model policy

This policy is not meant as a guide for writing your school or trust's policy, as that work will be done by senior leaders. Use our model policy to give you an idea of what a good one should look like.

Our model policy is from our sister service, The Key Leaders, and:

• Has been approved by Forbes Solicitors and the NAHT union for school leaders
• Is based on relevant requirements and good practice

It includes sections on: 

• Maternity, paternity and adoption leave and pay (including for surrogacy)
• Shared parental leave
• Unpaid parental leave
• Time off for dependants

Download: Model policy family and parental leave

Examples from schools and trusts

Schools

• Greenfield Primary School, a community school in Leicestershire (called 'maternity, adoption and paternity policy')
• The King's School, a secondary single academy trust in Devon (called 'family leave policy' - find it in the 'staff policies' section)

Multi-academy trusts (MATs)

• The Education Alliance, a trust with 11 schools in Yorkshire (called 'family leave policy')
• Education South West, with 15 academies in Devon (called 'MAT policy', but covers all types of family and parental leave)