Adoption Leave & Pay

These pages reproduce internal policy documents, which may change from time to time and which apply to UK employees only.

Where there is a difference between these pages and the policy documents on Confluence, the policy documents shall prevail.

iwoca offers up to 52 weeks of adoption leave for one parent to take, along with enhanced adoption pay.

iwoca Enhanced Adoption Pay

Eligible iwocans are entitled to enhanced adoption pay at the following levels.

The first 8 weeks: 100% of pay, regardless of length of service

An additional week, 100% paid, for every full Quarter you have been employed at iwoca for up to 5 years

Statutory adoption pay thereafter if entitled

When you are in receipt of iwoca Enhanced Adoption Pay, Statutory Adoption Pay is an inclusive part of that payment.

No combination of payments can exceed the normal full pay. Payment of Statutory Adoption pay begins at the same time as the iwoca Enhanced Adoption Pay.

Summary of legal rights

Employees who adopt a child have the right to:

take up to 52 weeks’ adoption leave – subject to the employee having a minimum of six months’ continuous service by the ‘relevant week’ (which is the week in which the employee is notified of the match with the child for adoption)

choose to begin adoption leave from the date of the child’s placement (whether this is earlier or later than expected) or from a fixed date which can be up to 14 days before the expected date of placement

retain all their normal terms and conditions of employment throughout adoption leave, except pay

continue to accrue holiday entitlement throughout adoption leave

receive statutory adoption pay for up to 39 weeks, provided they earn at least the equivalent of the lower level for payment of national insurance contributions

return to work after adoption leave, either to the same job (if taking 26 weeks or less leave) or to an alternative job (if taking more than 26 weeks) on terms and conditions that are no less favourable than the terms that would have applied had they not been absent.

There are also duties and obligations on the employee’s part, such as to provide notice prior to taking adoption leave.

Notification of adoption leave

We ask that you inform us in writing of your intention to take adoption leave, within seven days of being notified that you have been matched with a child for adoption along with a ‘matching certificate’ from the adoption agency. We understand that the date you start your adoption leave may chance, so we just need you to let us know at least 28 days in advance of either the revised start date or the original start date, whichever is the earlier.

Please note; to be eligible for statutory and enhanced adoption leave and pay, please ensure you follow the notification procedures set out.

Statutory adoption pay

You may be entitled to statutory adoption pay whilst on adoption leave, provided that you have at least 26 weeks’ continuous service as of the end of the week in which you were given notification of the match with the child and your average weekly earnings are equivalent to or greater than the lower earnings limit for National Insurance contributions. Statutory adoption pay is payable irrespective of whether you intend to return to work after adoption leave. Statutory adoption pay is payable for a maximum of 39 weeks at a fixed weekly rate, stipulated by the Government.

Other things to note

The partner not taking adoption leave may be eligible for paternity leave / shared parental leave.

An employee who has been newly matched with a child for adoption by an approved adoption agency may be eligible for adoption leave and pay. The child can be any age, up to age 18.

Where a couple adopts a child jointly, one of them may take adoption leave, and the couple may choose which. The other partner may be eligible for paternity leave/ shared parental leave.

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