Maternity Policy

1. Purpose

Coveted Creates is committed to supporting employees through pregnancy, maternity leave and their return to work. We recognise that welcoming a new child is a significant life event and aim to provide a maternity package that offers meaningful financial support alongside flexibility and a positive transition back to work.

This policy sets out employees' maternity leave and pay entitlements and the support available before, during and following maternity leave.

2. Maternity Leave

All employees are entitled to up to 52 weeks' maternity leave, regardless of their length of service.

This comprises:

  • 26 weeks' Ordinary Maternity Leave

  • 26 weeks' Additional Maternity Leave

Employees do not have to take the full 52 weeks however the minimum period of maternity leave is two weeks following the birth.

3. Maternity Pay

Employees who meet the statutory eligibility requirements for Statutory Maternity Pay (SMP) will receive maternity pay for up to 39 weeks.

Coveted provides an enhanced maternity pay package as follows:

  • Weeks 1–13: Full pay

  • Weeks 14–39: Statutory Maternity Pay at the prevailing statutory rate

  • Weeks 40–52: Unpaid

Full pay means the employee's normal basic contractual salary immediately before maternity leave, inclusive of any SMP due during that period.
Enhanced maternity pay is subject to the eligibility and return-to-work provisions below. Where an employee does not qualify for SMP, they may be eligible for Maternity Allowance from the government. Coveted will provide reasonable information required to support an application.

4. Eligibility for Enhanced Maternity Pay

To qualify for Coveted's enhanced maternity pay, an employee must have completed 12 months' continuous service by the expected week of childbirth.

Employees who do not meet this service requirement will receive their statutory maternity pay entitlement, subject to meeting the relevant statutory eligibility requirements.

5. Notification

Employees should inform their manager of their pregnancy and intended maternity leave dates as soon as they feel comfortable doing so.

To meet statutory requirements, employees must normally notify Coveted no later than the end of the 15th week before the expected week of childbirth, confirming:

  • That they are pregnant

  • The expected week of childbirth

  • The date they intend maternity leave to begin

Employees should also provide their MATB1 certificate when it becomes available.

Maternity leave can usually begin from the 11th week before the expected week of childbirth.

6. Antenatal Appointments

Pregnant employees are entitled to reasonable paid time off to attend antenatal appointments as provided for by law. Coveted encourages employees to discuss appointments with their manager as early as reasonably possible so that workloads and client commitments can be managed appropriately.

7. Keeping in Touch

Employees may undertake up to 10 Keeping in Touch (KIT) days during maternity leave without bringing their maternity leave to an end. KIT days are entirely voluntary and must be agreed between the employee and Coveted.

They may be used for activities including:

  • Team meetings or planning sessions

  • Training and development

  • Important company or client updates

  • Events or project activity

  • Supporting the employee's transition back to work

Where an employee works a KIT day, Coveted will agree the appropriate payment arrangements with them in advance, taking account of any maternity pay already payable for that period.

8. Staying Connected

Before maternity leave begins, the employee and their manager should agree how much contact the employee would like to have with Coveted while they are away. We recognise that preferences will vary. Contact might include significant company announcements, invitations to team social events, relevant role or organisational updates, or occasional informal check-ins. Employees are under no obligation to engage with work while on maternity leave other than where they have voluntarily agreed to a KIT day.

9. Holiday Entitlement

Annual leave, including entitlement to UK bank holidays where applicable under the employee's contract, will continue to accrue throughout maternity leave.

Where practical, employees should discuss with their manager whether accrued annual leave will be taken immediately before or after maternity leave.

Where maternity leave crosses into a new holiday year and it has not been reasonably possible to take accrued statutory holiday, this can be carried forward in accordance with applicable law.

10. Pension and Benefits

Contractual benefits will continue during maternity leave in accordance with applicable legislation and the terms of the relevant benefit arrangements.

Pension contributions will be managed in accordance with statutory requirements and the rules of Coveted's pension scheme.

11. Returning to Work

Unless otherwise agreed, an employee taking the full 52 weeks of maternity leave will be expected to return at the end of that period.

If an employee wishes to return earlier, they should normally provide at least eight weeks' notice.

Coveted wants employees to feel supported in returning to work and encourages conversations about the transition well before the planned return date.

Depending on the employee's role and circumstances, this might include discussion of:

  • A phased return using accrued annual leave

  • Flexible working arrangements

  • Changes to working patterns or hours

  • Refresher training or handover meetings

  • KIT days ahead of the formal return

Any permanent change to contractual working arrangements will need to be agreed separately.

12. Repayment of Enhanced Maternity Pay

Coveted's enhanced maternity pay is provided on the basis that the employee intends to return to work following maternity leave. Employees receiving enhanced maternity pay are expected to return to work for a minimum of six months following maternity leave. If an employee chooses not to return to work, or voluntarily leaves Coveted within six months of returning, Coveted reserves the right to require repayment of some or all of the enhanced maternity pay received above the employee's statutory entitlement. Statutory Maternity Pay will never be repayable.

Any repayment will be considered reasonably and in light of the individual circumstances. Coveted may waive or reduce repayment at its discretion, including in exceptional personal circumstances or where employment ends for reasons outside the employee's control.

13. Pregnancy-Related Health and Safety

Coveted will take appropriate steps to protect the health and safety of pregnant employees and new mothers.

Where relevant, we will review working arrangements, travel, event responsibilities and other aspects of an employee's role and make reasonable adjustments where necessary.

Employees are encouraged to raise any concerns with their manager at the earliest opportunity.

14. Pregnancy-Related Illness

Pregnancy-related sickness absence will be recorded separately from other sickness absence and managed in accordance with statutory requirements.

Where pregnancy-related illness occurs close to the expected week of childbirth, maternity leave may begin automatically in accordance with applicable legislation.

15. Pregnancy Loss and Premature Birth

Coveted recognises that pregnancy and childbirth do not always go as planned and will approach circumstances involving pregnancy loss, premature birth, neonatal care or other complications with sensitivity and flexibility.

Employees should speak to their manager when they feel able to do so. Coveted will ensure that relevant statutory leave and pay entitlements are applied and will discuss any additional support that may be appropriate.

16. Equality and Non-Discrimination

No employee will be treated unfavourably because of pregnancy, maternity leave or their decision to exercise their maternity rights.

Decisions relating to pay, promotion, development opportunities, projects and career progression will not be adversely affected by an employee taking maternity leave.

17. Other Family Leave

Coveted recognises that families take many different forms. Separate provisions may apply to adoption leave, paternity leave, shared parental leave, parental leave and neonatal care leave. We aim to apply our family-friendly policies fairly and inclusively while reflecting the different statutory frameworks that apply to each type of leave.

18. Policy Review

This policy is non-contractual and may be amended by Coveted from time to time to reflect changes in legislation, statutory maternity pay rates and the needs of the business. Where statutory rights are more favourable than the provisions set out in this policy, the statutory entitlement will apply.