This policy is non-contractual and does not form part of your terms and conditions of employment and may be varied or withdrawn at any time without notice. However, this is not applicable to any statutory rights you may have.
We are committed to supporting colleagues as parents, and to help them balance their family and professional commitments.
We know that adopting a child is one of, if not the most important things that you will do. This policy is to ensure you are clear on your entitlements to statutory leave and pay when you adopt a child. In addition, it will outline the support you can reasonably expect from us
All colleagues, Ireland and Kelly Secondment Employees (KSEs).
All couples are entitled to the leave and additional adoptive leave regardless of how long they have been working for us or how many hours they work per week.
You are entitled to 24 weeks adoption leave, in addition to that 16 weeks unpaid additional leave which begins immediately after the adoption leave has ended.
Leave will start on the date of the placement of the child.
In the case of foreign adoption, you can use some or all of the additional adoption leave prior to the day of placement.
The partner of the nominated parent of the child is entitled to 2 weeks’ statutory paternity leave following the adoption of a child on or after 1 September 2016. The company does not pay any contractual paternity pay. However, if the partner has made enough PRSI contributions then they may be eligible for paternity pay from the Department of Social Protection.
You should let your Line Manager know as soon as is reasonably practicable the expected date of the placement.
You must give 4 weeks’ notice to your Line Manager if you intend to take adoptive leave for both domestic and foreign adoptions prior to the expected placement of the child.
If you intend to take the 16 weeks' additional adoptive leave you must give your Line Manager at least 4 weeks written notice. Both notices can be given at the same time.
You may be able to postpone the 24 weeks period of leave or the additional leave if the adopted child is hospitalised, however your Line Manager needs to agree with you if you wish to postpone your adoption leave.
You are entitled to paid time off work to attend preparation classes and pre-adoption meetings with social workers required during the pre-adoption process.
The company does not pay any contractual adoption pay. You may however be eligible for Adoptive Benefit which is paid by the Department of Social Protection if you have enough PRSI contributions.
To receive Adoptive Benefit for the full 24 weeks your adoptive leave must begin on the date of placement.
_Annual Leave & Public Holidays
Your entitlement to annual leave and public holidays continue to accrue when you are on adoption leave, including any addition adoption leave you elect to take.
We encourage you to take your annual leave entitlement, along with your public holidays, at the start or the end of your adoption absence.
_Returning To Work
Adoptive parents have the same rights to return to work as with maternity leave.
You must give 4 weeks’ notice of your intention to return You are entitled to return to the same job you had immediately before the leave. If for operational reasons this is not feasible at the end of your adoption leave, we will find you a reasonable suitable alternative where the terms are no less favourable. If you returned to work after a 16-week of additional adoption leave then you may need to request that an application form for adoptive leave credits is completed by us. If this is the case speak to your Line Manager.