Employees' Rights (Hansard, 10 May 1996)

§ Mrs. Angela Knight

[holding answer 7 May 1996]: The information requested is as follows for the Treasury, Inland Revenue and Customs and Excise.

HM TREASURY

(a) Maternity leave

(b) Maternity pay

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The Treasury gives three months and one week's paid maternity leave to a pregnant member of staff for the period of continuous absence before and after confinement provided that she (i) states that she intends to return to work in the Treasury after her confinement, and that she agrees to repay any payment made during that period if she fails to return—such repayment will exclude any statutory maternity pay to which there is entitled—(ii) is in paid service with the Treasury at the time her maternity leave begins and has rendered at least one year's such service, (iii) is not employed on a casual appointment, and (iv) is not employed on a fixed term appointment of less than two years.

Women who have not completed one year's service or who are employed for a period of less than two years are not entitled to contractual maternity pay, but may be able to receive statutory maternity pay or maternity allowance.

A woman who qualifies for paid maternity leave will also qualify for a period of unpaid maternity leave. The total period of paid and unpaid maternity leave may not exceed 52 weeks.

Fathers are entitled to take two days paid paternity leave.

(d) Parental leave

Staff entering into adoption procedures may be granted up to 20 working days paid special leave.

(e) Flexible working hours

Flexible working hours are widely available in the Treasury to staff in pay range E and below. Participation is dependent on agreement between staff and managers in individual teams.

(f) Part-time working

(g) Job Sharing

(i) Home working

(j) Term-time contracts

Treasury staff can adopt alternative working patterns such as part-time working, job sharing, home-working and term-time working. Due to the nature of Treasury business, not all posts can be adapted to every alternative working pattern. Where adaptation is possible line managers are encouraged to make alternative working patterns available.

(h) Leave to care for sick children

Up to 10 days in any one leave year paid special leave may be granted for reasons of grave concern to the member of staff which can be dealt with only by him or her in person, for example, acute domestic difficulties such as care of a sick close relative or child.

(k) Annual hours contracts

The Treasury does not offer annual hours contracts.

(l) Workplace nurseries

The Treasury does not offer a workplace nursery, but does offer subsidised places in the Westminster holiday play scheme.

(m) Childcare allowances

Staff who are required to work extra hours or work outside their normal working pattern are entitled to claim reimbursement for additional child care costs.

(n) Carers' leave

This is covered by (h).

(o) Career break schemes

A career break of up to five years unpaid special leave may be allowed to staff with unavoidable domestic commitments or other exceptional circumstances. The scheme is open to all staff with a satisfactory attendance, performance and conduct record.

INLAND REVENUE

(a) Maternity Leave

(b) Maternity pay

The Inland Revenue gives three months and one week's paid maternity leave to a pregnant member of staff for the period of continuous absence before and after confinement provided 291W that she (i) states that she intends to return to work in the Inland Revenue after her confinement, and that she agrees to repay any payment made during that period if she fails to return (such repayment will exclude any statutory maternity pay to which there is entitlement), (ii) is in paid service with the Inland Revenue at the time her maternity leave begins and has rendered at least one year's such service, (iii) is not employed on a casual appointment, and (iv) is not employed on a fixed term appointment of less than two years.

A woman who qualifies for paid maternity leave will also qualify for a period of unpaid maternity leave. The total period of paid and unpaid maternity leave may not exceed 52 weeks.

Men are entitled to two days paid paternity leave.

(d) Parental leave

The Revenue has no special arrangements for parental leave. But it recognises that people have family responsibilities, and allows paid time off for short-term emergencies or, for long-term needs, time off without pay and full employment rights on return to work.

(e) Flexible working hours

Flexible working hours are offered wherever possible and are worked in most Revenue offices, but availability is always subject to the needs of the job, and people can always choose to revert to a standard day if they wish. Each office adapts a centrally agreed scheme to its needs in consultation with its staff.

(f) Part-time working

Inland Revenue employees have been able to work part-time since 1985. The Revenue tries to meet individual needs but requests are considered in the light of the work of the office, service to taxpayers and the effect on other staff. On average, 15 per cent. of Revenue employees work part time at any one time.

(g) Job sharing

Staff can work part time on a job-sharing basis. As with part-time working, the aim is for flexibility to provide benefits for individuals and the department; jobs can be shared by two or more people sharing one or more full-time jobs.

(h) Care for sick children

If someone needs to care for their children or spouse or partner's children when alternative arrangements have fallen through or could not be made at short notice, the Inland Revenue will give up to five days special leave with pay to cover the emergency.

(i) Home working

There is currently no general provision for home working in the Inland Revenue but pilot experiments are under way to establish whether working at or from home on a voluntary basis will provide benefits for the department and individual employees, taking account in particular of the wider implications, such as security.

(j) Term-time contracts

There is a provision for Inland Revenue employees to work full or part-time hours during school terms but be absent during all or some of the school holidays. Arrangements for each year are agreed in advance and, if they choose, employees can plan to use some of their annual leave allowance to reduce the loss in pay.

(k) Annual hours contracts

The Inland Revenue does not offer annual hours contracts.

(l) Workplace nurseries

Inland Revenue employees have access to 15 nurseries through the workplace.

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(m) Child care allowances

If a parent has to attend a training course which affects their normal working hours, the Revenue meets the cost of any additional child care expenses.

(n) Carers' leave

This is covered by career breaks.

(o) Career breaks

Career breaks are open to men and women in order to look after someone close to them such as children or elderly relatives. An employee would be eligible if they had completed probation and established a good record for health, attendance and performance. At the end of the career break the person concerned resumes the same employment rights as other employees.

The maximum absence is five years. If the initial arrangement was for less, an extension up to the maximum may be allowed, or a person may opt to come back sooner.

CUSTOMS AND EXCISE

(a) Maternity leave

(b) Maternity pay

Customs and Excise gives three months and one week's paid maternity leave to a pregnant member of staff for the period of continuous absence before and after confinement provided that she (i) states that she intends to return to work in Customs and Excise after her confinement, and that she agrees to repay any payment made during that period if she fails to return (such repayment will exclude any statutory maternity pay to which there is entitlement), (ii) is in paid service with Customs and Excise at the time her maternity leave begins and has rendered at least one year's such service, (iii) is not employed on a casual appointment, and (iv) is not employed on a casual appointment, and (iv) is not employed on a fixed term appointment of less than two years.

A woman who qualifies for paid maternity leave will also qualify for a period of unpaid maternity leave. The total period of paid and unpaid maternity leave may not exceed 52 weeks.

Paternity leave

Fathers are entitled to two days paid paternity leave per confinement. Staff who are temporarily appointed for a period of less than two years are excluded from this arrangement.

(d) Parental leave

Line managers are encouraged to grant staff special leave without pay to either parent to help them to care for their children whilst enabling them to pursue their careers.

(e) Flexible working hours

(f) Part-time working

(g) Job sharing

(h) Term-time contracts

Customs and Excise uses flexible working hours, part-time work, job sharing and term-time contracts. Applications are considered on their merits by local management, taking into account all individual circumstances and the business needs of the department.

(h) Leave to care for sick children

Parents of children who are ill can apply to their line manager for special leave. Alternatively parents can take annual leave, flexi-leave etc. Managers are encouraged to treat these applications sympathetically as they are applications for parental leave under (d) above.

(i) Home-working

At present the department acknowledges a difference between staff who work from home and those who are home workers. Working from home is an informal arrangement, typically for staff who are VAT visiting officers.

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A small number of staff are officially designated as home-workers with the department providing telephones, fax machines etc., based in the officers' homes and paying a portion of their utility bills etc. The department will, this financial year, be undertaking a review of the arrangements for officers who use their homes as a base for their work.

(k) Annual hours contracts

Managers in certain operational areas of the Department have discretion to introduce an annual hours working scheme where there is a need for additional hours, weekend or shift working. The scheme is a management tool however rather than a voluntary arrangement for which individuals can state a preference.

(l) Workplace nurseries

Customs and Excise has five workplace nurseries accommodating 155 children. The department also buys places in 20 other Crown and privately owned nurseries nationwide accommodating a further 120 children. Nursery places are available subject to a satisfactory staff needs analysis and value for money business case. All members of staff are eligible to use the nurseries.

(m) Child care allowances

If the normal working pattern is temporarily disrupted, and additional child care costs are incurred, staff can claim help with those expenses. From 1 April 1996, this concession was extended to cover additional adult care costs for dependent relatives, in exceptional circumstances, and where the officer is the primary carer. The purpose of the concession is to help staff with short-term additional costs when the normal working pattern is temporarily disrupted.

Claims are limited to no more than three weeks on a continuous basis or a total of no more than five weeks per year.

(n) Carers' leave

Line managers can agree to special leave with or without pay for a variety of reasons including in order to care for sick relatives. Special leave is discretionary, but managers are encouraged to treat applications sympathetically. Staff who may have long-term caring responsibilities can apply for a career break.

(o) Career break schemes

The career break scheme is a form of special leave without pay aimed at staff who want a long break from work—up to five years, or longer if necessary—yet be able to return to their career again. It can be granted for a variety of reasons such as child care, full-time study or caring for sick relatives etc. The scheme is open to all staff who have completed their probation and who have a satisfactory performance and conduct record.