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If an employee will be taking maternity leave, they can use this model form template as notification of their pregnancy, and when they expect it to commence.
It provides for options covering what Ordinary Maternity Leave (OML) and Additional Maternity Leave (AML) they will be taking, and whether they will be using any of their holiday entitlement at the beginning or end of the Maternity Leave period.
Maternity Leave Notification
Please complete the relevant sections of this form and send a copy to your Line Manager and to HR Services no later than the end of the 15th week before your expected week of childbirth or as soon as is reasonably practicable. You should also send your MAT B1 form (issued by your GP after 26 weeks pregnancy) to HR Services. If you are unable to give the required notice, i.e. if the birth is earlier than expected, please complete this form as soon as practicably possible
Name:
Job title:
Department:
Employment start date:
ORDINARY MATERNITY LEAVE (OML)
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A maternity leave notification form is a document used by an employee to notify their employer that they intend to take time off work for the birth or adoption of a child. The form is usually completed and submitted to the employer several weeks before the expected due date or adoption date.
The maternity leave notification form typically includes information such as the employee's name and contact information, the expected start and end dates of the leave, and whether the employee plans to take additional leave such as parental leave. It may also include details about the employee's entitlement to statutory maternity leave and pay, and any company-specific policies or procedures relating to maternity leave.
The form is an important part of the maternity leave process as it provides the employer with the necessary information to plan for the employee's absence and to make any necessary arrangements for covering their duties while they are on leave. It also helps to ensure that the employee's rights to leave and pay are protected and that they are able to return to work in a smooth and seamless manner at the end of their leave period.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Maternity leave notification form, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our Maternity Leave and Pay Policy Template outlines the company's provisions for maternity leave, pay entitlements, and return-to-work arrangements, ensuring compliance with legal requirements and supporting expectant mothers throughout their pregnancy and beyond.
If an employee has notified you that they intend to take maternity leave, issue this model letter template as acknowledgement, and to inform them that they are eligible for Maternity Pay.
The Employment Rights Act 1996: This legislation gives employees the right to take up to 52 weeks of maternity leave, and requires employers to respond to a maternity leave notification within 28 days, confirming the employee's entitlements to leave and pay.
The Equality Act 2010: This legislation prohibits discrimination against pregnant employees, and requires employers to treat them in the same way as other employees in terms of their entitlement to leave, pay, and other benefits.
The Maternity and Parental Leave etc. Regulations 1999: These regulations set out the specific entitlements of employees to maternity leave and pay, and require employers to respond to a maternity leave notification within a specified time period.
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000: These regulations prohibit employers from treating part-time employees less favourably than full-time employees in relation to their entitlements to maternity leave and pay.
The Working Time Regulations 1998: These regulations set out the maximum number of hours that an employee can work in a week, and require employers to ensure that employees taking maternity leave are not required to work during this period.
The Employment Equality (Age) Regulations 2006: These regulations prohibit age discrimination in relation to maternity leave and pay, and require employers to treat employees of different ages equally in this regard.
It is important for employers to be aware of their legal obligations and to respond promptly and appropriately to any maternity leave notifications they receive.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Maternity leave notification form template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing parental and family processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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