Always check what your employment contract says about working elsewhere. You should then check to see if you can get Maternity Allowance (see ‘Maternity Allowance’, below). However, if you have been doing the job for before the 26th week of your pregnancy you can continue to do it during maternity leave from your other job without losing SMP. How to appeal a decision However, if you are applying for SMP, you have to become pregnant after you start the job and stay in it until at least the 26th week of pregnancy or you will not be eligible. Income Support Hi wondering if you can help me, I am a nanny and have two jobs. Is this right? The 6 weeks’ pay you get for this second role might be as part of an occupational maternity scheme offered by your employer. Hi, I'm due to go on Maternity in April 2014, from my full time employment I'm entitled to the following. You must give your employer the correct notice in order to qualify for maternity leave (see ‘How to give notice’ below). Instead you will have to claim Maternity Allowance (MA). You can claim Maternity Allowance from Jobcentre Plus. So technically i am not taking maternity leave from my current employer and working for another one during those hours. MA is £136.78 a week or 90% of salary, whichever is lower. Find the Sunday before your baby is due (or the due date if it is a Sunday) and count back 15 Sundays from there. HI CAN YOU HELP: I AM PLANNING IN GETTING SMP FROM 11 WEEKS BEFORE BIRTH, WAS WONDERING IF I CAN STILL CARRY ON WORKING TILL THE BIRTH AT MY JOB AND GET PAID FOR IT WITHOUT MY SMP BEING EFFECTED? I don’t feel this is fair or correct so i wonder if someone can give me some advice. You can also work for up to ten ‘Keeping in Touch’ days for each employer, at different times and keep your SMP from your other employer. You would not be entitled to SMP from the other job as you were already pregnant when you started and you cannot claim SMP and Maternity Allowance. Second, if you had another employer IN THE 15th WEEK before your expected week of childbirth, then you can return to work for them again after the birth, without it affecting your SMP from the first employer. This agency did approach me previously in July (which was 15 weeks before my due date), but I could not do it then. No, your employer should assume that you will be taking 52 weeks maternity leave. If you are subject to immigration control you are entitled to SMP if you meet the normal qualifying conditions. Editor: If you start any paid job on maternity leave you would lose your SMP the week that job started. You must give your employer a copy of your maternity certificate (form MAT B1) which states your expected week of childbirth. Can anyone advise whether or not the CSA will enforce deductions from SMP? Editor: This should help. If you continue to use this site we will assume that you are happy with it. SMP is not classed as ‘public funds’ and will not affect future immigration applications. Working Families members have access to guides and factsheets which have been designed to support you and your organisation. What if my claim is refused or I am disqualified from claiming? You can also find the MA1 claim form here: www.gov.uk/government/publications/maternity-allowance-claim-form. So technically I am not taking maternity leave from my current employer and working for another one during those hours. You can still work during your maternity leave as self employed without it affecting your entitlement to SMP. What happens if I say I want to return to work and I change my mind? However, you cannot get two lots of MA or get SMP and MA so if you qualify for SMP from one job it is likely it will be your best option to go for that. Now my boss in my second job (13.5 hours) told me she did not think I will get SMP through her as I do more hours at my first job. However, what you have described is contractual pay for the first 26 weeks so check your contract on that as each employer has different rules. My pregnancy was in week 18th when i started 3 months contract with agency. Please complete the text box below.Where did you come across Working Families' advice services?Click for optionsWord of MouthInternet SearchFacebookTwitterOther organisation (specify below)Other (specify below)Is there anything you would like to add?CommentsThis field is for validation purposes and should be left unchanged. These SPLIT days are in addition to the 10 ‘keeping in touch’ (or KIT) days already available to those on maternity or adoption leave. If you are on maternity / annual / sick leave, this time still counts towards your 26 weeks’ worth of working when calculating eligibility. I should however qualify for MA. Do I get SMP and salary both or my returning to job earlier will affect my SMP.? If your maternity leave and pay is triggered by one of the reasons above, your SMP will start as follows: You can work for the employer who pays your SMP for up to 10 days during your maternity leave without losing any SMP (see ‘Keeping in Touch’ days). It seems likely given what you have said that they are treating the two roles separately for national insurance purposes but  that you only meet the earnings threshold (approximately £97 per week) for the role you do 37 hours a week and, therefore, you are not receiving any SMP in relation to the second role. If you cannot get either SMP or MA, you may be able to get Employment and Support Allowance. I am the non-resident parent to my 15 year old daughter who lives with her dad. I am looking to go back to work self employed and to my two jobs I am not claiming SMP from first as they are less working hours and more flexible. The holiday year runs from 1st Jan to 31st December. You do not need to give any notice of return if you are going back to work at the end of 52 weeks’ maternity leave. Contributory ESA which is based on previous National Insurance contributions is not classed as public funds. Another question, I wanted to return back to work with my second job at weekends, so that my husband could look after our baby at the weekends while at home and I will look after her during the week days. (if you qualify). If you qualify for SMP with your first job you would still get it for that, but not for the second job. Summary of rights for agency, casuals and other workers who are not employees. Editor: To qualify for SMP you need to be earning at least £109 a week in the eight weeks leading up to the 26th week of your pregnancy, to have got pregnant after you started your job and to be still in your job at the 26th week of your pregnancy. Statutory Maternity Pay (SMP) enhanced (‘contractual’) maternity pay; Maternity Allowance; Statutory Maternity Pay (SMP) Checking you’re eligible. Your employer pays it to you and then claims most or all of it back from HM Revenue and Customs (HMRC). For what you can claim if your employer goes out of business, see: https://www.gov.uk/your-rights-if-your-employer-is-insolvent, Online benefits calculator and grant search www.turn2us.org.uk, For information and advice on benefits and rights at work www.workingfamilies.org.uk, For advice and help with settling disputes at work, including 15 minutes free advice www.yesslaw.org.uk, Rights during pregnancy and maternity leave, Discrimination during maternity leave and on return to work, Resigning during pregnancy and maternity leave, Pregnant during maternity leave (when you are expecting again), More than one job – your maternity rights and benefits, Premature births – rights to maternity leave and pay, Miscarriage, stillbirth and neonatal death – rights to time off and pay for parents, Maternity and parental rights for self-employed parents, Asking to change your working hours or go part-time, Redundancy during pregnancy and maternity leave, Health and safety, breastfeeding and sickness, Sickness during pregnancy and maternity leave, Health and safety during pregnancy and on return to work, Postnatal depression and depression during pregnancy – your maternity rights and benefits, Childbirth injuries – rights at work and benefits for new mothers, Apprentices, agency workers and zero hours contracts, Apprentices – maternity rights and benefits, Agency workers – maternity rights and benefits, Zero hours contracts – maternity and parental rights, Fathers and partners, including same sex partners, Adoption leave and pay – rights for parents, Surrogacy arrangements – time off and pay for parents, Shared parental leave for adoptive parents, Polish language guides to maternity and parental rights, Ciaza i uprawnienia macierzynskie dla pracownic z Polski, Pregnancy and maternity rights for Polish workers (in English), Karmienie piersia w miejscach publicznych, Breastfeeding in public places (in English), Uprawnienia w pracy dla ojcow i partnerow polscy pracownicy, Rights at work for Polish fathers and partners (in English), Spanish language guides to maternity rights and benefits, Derechos por embarazo y maternidad de las mujeres trabajadoras de habla hispana, Pregnancy and maternity rights for Spanish speaking workers (in English), Información para mujeres de habla hispana sobre ayudas económicas para progenitores y bebés, Money for parents and babies for Spanish speakers (in English), Portuguese language guides to maternity rights and benefits, Gravidez e direitos de maternidade para trabalhadoras que falam portugues, Pregnancy and maternity rights for Portuguese speaking workers (in English), Auxílio financier para país e bebês que falam português, Money for parents and babies for Portuguese speakers (in English), Second Floor, 3-4 Wells Terrace, London N4 3JU, To get free advice please click here

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