Neonatal Care Leave lets UK employees take one week of leave for every 7 full days in a row their baby spends in neonatal care, up to 12 weeks, on top of maternity, paternity or shared parental leave. It applies to babies born on or after 6 April 2025, from day one of employment. Statutory Neonatal Care Pay is £194.32 a week or 90% of average weekly earnings, whichever is lower, as of October 2026.
Before April 2025, parents of a premature or sick baby could find much of their maternity or paternity leave used up in hospital. Neonatal Care Leave fixes that by adding time rather than using it up. It's separate from, and in addition to, every other parental entitlement, and both parents can claim it if each meets the rules. Everything here comes from the GOV.UK guide to Neonatal Care Pay and Leave.
What counts as neonatal care
Neonatal care is care for a newborn that starts in the first 28 days after birth. It can be hospital care, medical care after leaving hospital (under a consultant, with ongoing visits or checks arranged by the hospital) or palliative or end of life care. To qualify, the baby has to spend 7 days or more in a row in neonatal care.
Who qualifies
| Neonatal Care Leave | Statutory Neonatal Care Pay | |
|---|---|---|
| Status | An employee, employed in England, Scotland or Wales | An employee |
| Length of service | None needed | At least 26 weeks' continuous employment up to the qualifying week |
| Earnings | No test | Average of £129 a week or more over 8 weeks |
| Relationship | Parent, or partner of the mother, with caring responsibility | Same |
| Notice | Required, see below | Required, in writing |
Adoptive parents can qualify once the baby is placed with them, and intended parents in a surrogacy arrangement can qualify if they'll have a parental order within 6 months of the birth. The qualifying week for pay is the 15th week before the due date if you get maternity or paternity pay; otherwise it's the week before the baby entered neonatal care.
How much leave you get
You get one week for every 7 full and continuous days in neonatal care, up to 12 weeks, and you must take it within 68 weeks of the birth. GOV.UK's example: a baby is in neonatal care for 56 days while the mother is on Statutory Maternity Leave. Instead of losing those 8 weeks, she adds the neonatal leave to the end of her 39 weeks of maternity leave.
- If you're on maternity or adoption leave, neonatal leave is taken at the end of it.
- With paternity or shared parental leave, you can take it before them or between blocks of shared parental leave you'd already booked.
- Twins in care at the same time count once: 12 weeks maximum. Babies in care at different times can each count, up to 12 weeks in total.
- Your rights to pay rises, holiday accrual and returning to work are protected.
Notice: tier 1 and tier 2
| When you take it | How to give notice | How much notice |
|---|---|---|
| Tier 1: while the baby is in care or up to a week after | Phone, voicemail or text is fine | On the day, ideally before your start time; renew each week by the end of the previous week |
| Tier 2: more than a week after the baby leaves care | In writing | 15 days for one week; 28 days for 2 or more weeks |
Tier 1 leave can be taken in separate blocks of at least a week; tier 2 must be one continuous block. For pay, written notice can follow up to 28 days after your leave starts. Tell your employer your name, the baby's date of birth, the start and end dates of neonatal care, when you want leave to start and how many weeks, and confirm you'll be caring for the baby. You can use the NEO3 declaration form, an email or letter, or your employer's own form.
How to claim, step by step
- Check the baby has been in neonatal care for 7 full days in a row, starting within 28 days of birth.
- Decide whether you're taking tier 1 leave now or tier 2 leave later, because the notice rules differ.
- Tell your employer: a call or text works for tier 1; tier 2 needs writing, 15 or 28 days ahead.
- Send the written details and your declaration, using the NEO3 form, an email or letter, or your employer's form.
- For pay, make sure your written notice reaches your employer within 28 days of your leave starting.
- Tell your employer the date the baby leaves neonatal care as soon as you know.
Cancelling and disputes
You can't cancel tier 1 leave once it's due to start. Tier 2 leave can be cancelled in writing at least 15 days ahead for one week, or 28 days for longer. If you think you're being paid the wrong amount, talk to your employer first, then the Statutory Payments Dispute Team within 6 months of the decision.
For employers, the practical change is in the paperwork: a parent can start tier 1 leave with a text message on the morning they need it, so line managers need to know that's valid notice and payroll needs to know how to apply the pay rate.
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Neonatal leave sits alongside the other family entitlements; see our guides to Statutory Maternity Pay and Shared Parental Leave to plan the whole year.
The verdict
If your baby spends a week or more in neonatal care, claim it. The leave is a day-one right and it adds to your other leave rather than eating into it. Employers: update your family leave policy, accept tier 1 notice by text, and make sure payroll knows the pay rate and the 26-week test.
Frequently asked questions
How long is neonatal leave in the UK?
One week for every 7 full days in a row in neonatal care, up to 12 weeks, taken within 68 weeks of the birth.
How much is Statutory Neonatal Care Pay?
£194.32 a week or 90% of average weekly earnings, whichever is lower.
Do I need to have worked for my employer to get neonatal leave?
No. The leave is a day-one right for employees. Pay needs 26 weeks' continuous employment and average earnings of £129 a week.
Does neonatal leave reduce maternity leave?
No. It's added on top and, if you're on maternity leave, taken at the end of it.
