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The Neonatal Care (Leave and Pay) Bill: Supporting the Well-being of New Families

By Heather McKinlay

SNP MP Stuart McDonald, along with extensive support from the charity Bliss, saw his Neonatal Care (Leave and Pay) Bill receive royal assent last week with the legislation set to give parents whose baby needs neonatal care up to 12 weeks paid leave from work. In a significant step toward prioritising the well-being of families with premature new-borns, this bill has emerged as a game-changer in employee benefits. It recognises the unique needs of parents with infants requiring specialised care and establishes provisions to support them during these critical early stages.

This legislation acknowledges the immense stress and emotional turmoil faced by families during these circumstances, and it endeavours to alleviate some of the challenges they may encounter.


Key Features and Benefits:

  1. Extended Leave: The bill allows parents to take additional leave beyond the existing maternity and paternity leave entitlements, specifically catering to the needs of families with new-borns in neonatal care. This provision acknowledges the extended time and attention required for the recovery and well-being of both the baby and the parents.

  2. Job Protection: The bill ensures that parents taking neonatal leave will not face job loss or adverse employment consequences due to their extended absence. It provides essential job protection during this critical period, giving parents the peace of mind they need to focus on their child's well-being without the fear of professional repercussions.

  3. Emotional and Financial Support: Neonatal care can place a significant burden on families emotionally and financially. The bill offers resources and support to families, including counselling services, access to support groups, and information on financial assistance programs. This comprehensive approach acknowledges the holistic needs of families during these challenging times.

  4. Workplace Flexibility: Employers are encouraged to accommodate the unique needs of parents with infants in neonatal care. This may include flexible working arrangements, such as remote work options, adjusted schedules, or reduced hours. These accommodations not only support parents but also foster a positive work environment that values employee well-being and retention.

  5. Awareness and Education: The bill emphasises the importance of raising awareness and providing education about neonatal care and its impact on families. This includes promoting understanding among employers, colleagues, and the general public to create a supportive and inclusive environment for families going through this experience.

The Neonatal Care (Leave and Pay) Bill represents a pivotal step in recognising the diverse needs of families and the importance of supporting parents during challenging times. By implementing this legislation, societies acknowledge the significance of early bonding between parents and their new-borns, the emotional toll of neonatal care, and the importance of parental mental health during this critical period.


The bill not only supports families but also contributes to a positive work culture that values employee well-being. It sets a powerful example for other countries and organisations, encouraging them to prioritise the needs of families and establish similar measures to create a supportive and nurturing environment for new parents. It stands as a beacon of hope for families experiencing the complexities of neonatal care. By providing extended leave, job protection, and comprehensive support, this legislation empowers parents and ensures the well-being of both the child and the family unit.


As society evolves, it is essential that our policies and legislation keep pace with the changing needs of families. The Neonatal Care (Leave and Pay) Bill is a significant stride towards fostering a more inclusive and supportive environment, demonstrating our commitment to the well-being of new families and the healthy development of their little ones.


As it is not due to be implemented until April 2025, we at Second Chapter join with Bliss and all the other organisations urging the government and HMRC to speed up the process. There is a small window of opportunity to try and influence the government so to email your MP on this important issue please click here.


If you as an employer would like to be ahead of the curve and implement early then please do get in touch with us to find out more about how we can support you. Bliss have also published an employer guide which can be found here.



About Heather McKinlay

Heather works as an HR Business Associate at Second Chapter where she supports mainly with recruitment, general HR administration and also social media postings. She has had a varied career so far spanning across retail, hospitality, marketing and communications, but always with people at the heart of it. Heather lives in Sheffield with her husband, daughter and rescue cat George.

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