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8.—(1) An employee is entitled to be absent from work for the purpose of caring for a child or supporting the child’s adopter if he—
(a)satisfies the conditions specified in paragraph (2), and
(b)has complied with the notice requirements in regulation 10 and, where applicable, the evidential requirements in that regulation.
(2) The conditions referred to in paragraph (1) are that the employee—
(a)has been continuously employed for a period of not less than 26 weeks ending with the week in which the child’s adopter is notified of having been matched with the child;
(b)is either married to or the partner of the child’s adopter, and
(c)has, or expects to have, the main responsibility (apart from the responsibility of the adopter) for the upbringing of the child.
(3) In paragraph (2)(a), “week” means the period of seven days beginning with Sunday.
(4) An employee shall be treated as having satisfied the condition in paragraph (2)(b) if he would have satisfied it but for the fact that the child’s adopter died during the child’s placement.
(5) An employee shall be treated as having satisfied the condition in paragraph (2)(c) if he would have satisfied it but for the fact that the child’s placement with the adopter has ended.
(6) An employee’s entitlement to leave under this regulation shall not be affected by the placement for adoption of more than one child as part of the same arrangement.
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