The guidance for local church employment has again been updated. (It can be found via the What we do menu under Grants and Funding, and Resources menu under Docs and Policies.)
The draft Staff Handbook (Staff Handbook Eastern Synod – Ekklesia URC.docx) is based on up- to-date policies from CBR Business Solutions which were adapted for the Synod staff, and then drawn together into one file and adapted for local church use. It is a large document, and as an employer you should be aware of its contents and adapt it further, if required, for the specifics of your situation. As CBR policies change, and Synod ones do in turn, it will be updated.
The Elders meeting takes on responsibility for that employment, and all that entails. As a Synod we want to ensure that any employment by a local church is done properly, effectively, and simply.
Find employment guidance here.
The latest update is because that as from 6th April 2025, a new family friendly right comes in to force: Neonatal Care (Leave and Pay).
Under the new law, Neonatal Care Leave (NCL) is a day-one right, meaning employees are entitled to take leave regardless of their length of service. It applies to parents whose newborns are admitted to neonatal care within 28 days of birth and require a continuous hospital stay of at least seven days. Eligible employees, including biological parents, adoptive parents and intended parents via surrogacy, must take the leave to care for the child.
Employees can take up to 12 weeks of NCL per child, in addition to other statutory parental leave entitlements, such as maternity or paternity leave. The leave must be used before the child reaches 68 weeks old, offering flexibility for parents depending on their circumstances.
To request NCL, employees must provide appropriate notice, which varies depending on whether the leave is taken during or after the neonatal care period. Employers should be aware that written notice requirements may apply in some cases, and mutual agreements can allow flexibility.
Statutory Neonatal Care Pay (SNCP)
Employees who meet the eligibility criteria can receive Statutory Neonatal Care Pay (SNCP) for up to 12 weeks, aligning with their period of NCL. To qualify, an employee must have at least 26 weeks of continuous service by the end of the 15th week before the expected week of childbirth and earn at least the Lower Earnings Limit (currently £123 per week).
SNCP will be paid at a rate of £187.18 per week (2025 /2026 rate) or 90% of average weekly earnings, whichever is lower. This provides financial stability to parents taking time off to care for their newborns, ensuring they are not disadvantaged while fulfilling their caregiving responsibilities.
