Maternity, Paternity and Adoption Leave Policy
1. Statement of Policy
Dyfed-Powys Police is committed to supporting police officers and staff who are, or about to become parents, and promoting a good work-life balance.
The aim of this policy and the associated procedure document is to set out the statutory rights of police officers and staff to Maternity, Paternity & Adoption leave.
There are differences between police officer and staff entitlements, and where this is applicable it will be highlighted.
Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.
2. Policy Scope
This policy applies to police officers and staff that meet the relevant eligibility criteria.
3. Powers and Policy/Legal Requirements
This policy has been created in line with below legislation, guidance and following consultation with staff associations and support networks.
- The Employment Rights Act 1996
- The Employment Act 2002
- The Work and Families Act 2006
- The Children and Families Act 2014
- Protection from Redundancy (Pregnancy and Family Leave) Act 2023
- Neonatal Care (Leave & Pay) Act 2023
- Paternity Pay and Leave (Amendments) Regulations 2024
The National Police Chiefs Council – Police Family Support Guidance 2021
The internal policies and guidance documents of relevance include.
- The Parenting Pitstop – guidance for new parents and managers
- The Shared Parental leave policy and procedure.
- The Part-time & Flexible Working policy.
- Pregnancy Risk Assessment Template
- New and Expectant Mothers e-learning course on the College of Policing
An Equality Impact Assessment form has been completed.
4. Options and Contingencies
The responsibilities of individuals and managers are clearly set out in the Maternity, Paternity & Adoption Leave guidance document.
The Code of Ethic principles that apply to this policy are the following: -
- Courage
- Respect and Empathy
- Public Service
This policy aims to support the delivery of Our Plan and Our Culture Pledge.
5. Take action and review.
This policy and the associated procedures document will be reviewed by the People and OD department on a tri-annual basis, to ensure they are effective and fit for purpose, any changes to legislation and/or national guidance and any challenges made to the documents.
Any amendments to the policy or procedure document will be implemented via the People, Culture and Ethics Board.
CODE OF ETHICS CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.
HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.
EQUALITY IMPACT ASSESSMENT
Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.
The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:
- eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.
Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty.
EQUALITY IMPACT ASSESSMENT COMPLETED: June 2025