TUI UK has increased the support it offers to its working parents and carers.
The travel business decided to extend its family leave policy to allow it’s 11,000-plus employees in the UK and Ireland to “focus purely on their family without worrying about work, time off or their finances”.
Under the new scheme, staff taking maternity or adoption leave will be entitled to 13 weeks of full pay, followed by 13 weeks of half-pay, and then the statutory entitlement.
After taking maternity or adoption leave, employees will be able to phase their return to work over a two-month period without it affecting their pay.
Partners will also benefit, receiving their normal pay rate for two weeks instead of the statutory amount, while shared parental leave has also been enhanced.
For those whose babies need neonatal care, maternity leave will be extended for the period they are in care up to an extra 12 weeks at the statutory pay rate.
Additionally, employees undergoing fertility or IVF treatment will have one week of fully paid time off each rolling year while it continues. The company is also offering one week of fully paid leave for staff who experience a miscarriage.
As well as introducing new leave policies, those taking time off for maternity, adoption or shared parental leave will also have the option to join a coaching session beforehand. When they return, group sessions will be available for the, to attend to help them readjust to life back at work.
Julie Tindale, HR director TUI UK and Ireland, said: “With a large number of colleagues in the UK, we have lots of people in our organisation who are trying to start a family or have a new arrival to welcome, therefore the time had come for us to really look at what is important during these life events and how TUI can better support them.”
The company decided to overhaul its policy after extensive industry research, which it believes gives staff more time, financial security and support during an important time.
Tindale added: “Our research really opened our eyes to the improvements we could make and new types of leave we could add to ensure our colleagues could focus purely on their family without worrying about work, time off or their finances.
“We are all really proud of the new family leave policy which provides support from trying to start a family through to return back to work after time off. Some of the new policies include an additional 12 weeks leave if a baby needs neonatal care and also time off in the unfortunate event of a miscarriage. Coaching and a phased return to work with no impact on pay for new parents also takes off some of the pressure and anxiety that often comes during this transition.”
