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The Maternity and Adoption Leave (Curtailment of Statutory Rights to Leave) Regulations (Northern Ireland) 2015

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Dyma’r fersiwn wreiddiol (fel y’i gwnaed yn wreiddiol).

Entitlement to curtail statutory maternity leave

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5.—(1) M may bring forward the date on which her ordinary maternity leave period(1) or additional maternity leave period(2) ends by giving her employer a leave curtailment notice and either—

(a)a notice of entitlement; or

(b)a declaration of consent and entitlement.

(2) M must give her employer her leave curtailment notice at the same time as she gives her employer either a notice of entitlement or a declaration of consent and entitlement.

(3) If M has an entitlement to statutory maternity leave with more than one employer in relation to C, she must curtail her ordinary maternity leave period or additional maternity leave period in accordance with paragraphs (1) and (2) with each of those employers at the same time.

(4) M’s obligation in paragraph (3) does not apply in relation to any employer with which she has returned to work on or before the date on which she gives notices in accordance with paragraphs (1) and (2).

(1)

Ordinary maternity leave period is determined in accordance with Article 103(2) of the 1996 Order and S.R. 1999 No. 471.

(2)

Additional maternity leave period is determined in accordance with Article 105(2) of the 1996 Order and S.R. 1999 No. 471.

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Explanatory Memorandum sets out a brief statement of the purpose of a Statutory Rule and provides information about its policy objective and policy implications. They aim to make the Statutory Rule accessible to readers who are not legally qualified and accompany any Northern Ireland Statutory Rule or Draft Northern Ireland Statutory Rule laid before the UK Parliament during the suspension of the Northern Ireland Assembly.

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