Maternity in the RAF A Guide for Service Personnel
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Maternity in the RAF
A Guide for Service Personnel
V2.1
1 September 2020
Produced by Air Media Centre, HQ Air Command. 1236_14LAL UK Ministry of Defence © Crown Copyright 2018
Introduction
Contents
Explanation of Procedures and Actions
Explanation of Entitlements
Sources of Support
Questions and Answers
Glossary
Enclosures:
Maternity Checklist
Date Planner
Maternity Communication Plan
Risk Assessment Form
3
Introduction
Welcome to ‘Maternity Leave – A Guide for Service Personnel’.
This booklet has been updated to include the latest information and sources of assistance available
to you during your pregnancy and maternity leave.
This booklet has been provided for you, because you are pregnant. Another guide has been created
specifically for your line manager/flight commander. This booklet contains information that is
designed to help make your experience of pregnancy while working within the Service as stress
free and fulfilling as possible. You will find information about maternity provisions, managing your
health and safety in the workplace, as well as information to help you return to Service life after your
maternity leave.
A productive and enjoyable, pregnancy (working) in the Service requires communication. Your line
manager/flight commander and colleagues, both civilian and military, are best placed to offer you
the support that you will need in the workplace. For this to happen, they will need your help. Every
pregnancy is different, and every person will have a different experience. The people that you work
with, and for, will need your guidance about the unique needs for your pregnancy.
JSP 760 Ch 24 is the authority on maternity policy. The contents of this booklet are intended to
simplify the procedure and entitlements of maternity arrangements and are for guidance only.
The following guidelines do not overrule the JSP in any way.
The Armed Forces Occupational Maternity Scheme (AFOMS) applies regardless of the gender of
the Serviceperson’s partner.
4Medical
Explanation of Procedures and Actions
You are strongly advised to notify your unit Medical Officer (MO) as soon as you think you are
pregnant, even if the unit medical centre will not be providing your antenatal care.
Medical Category
Once your pregnancy is confirmed with Unit medical staffs, your Joint Medical Employment
Standard (JMES) will be re-graded to reflect this. The re-grading is primarily for health and safety
reasons to protect both you and your unborn child and is particularly important if you are due to be
deployed, because as soon as your pregnancy is confirmed you will be screened from operational
duty, weapon firing, and subject to medical advice, certain other duties. Whilst the JMES will be
changed, there are 2 options open to you at this point;
a. One JMES is pregnancy-specific and will inform personnel staff that you are pregnant.
b. Alternatively, there is an option for a non-pregnancy specific change of JMES which will still
protect you prior to formally notifying the Service.
You will be asked to sign the form to confirm that you are aware of your options and agree to which
JMES will be used.
Telling your Line Management
Once you tell your line manager, you should provide them with the copy of the ‘Line Managers
Guide for Pregnant Service Personnel’ booklet, which you should have been given by your Unit HR
at the same time as this booklet. Alternatively, it is available on the Community Support Website.
Choosing a good time to inform your line manager that you are pregnant may not be an easy
decision to make. Whilst you are under no obligation to inform them straight away, the earlier you
choose to do so, the sooner you can start working together to ensure that you have good lines of
communication and that all the necessary health and safety requirements are in place.
Once you have informed your line manager, you can then also discuss what options are open to
you including maternity leave and pay, assignments, appraisal reports and, as your pregnancy
progresses, your keeping in touch and return to work plan.
Whatever you decide to do, you must formally notify your Commanding Officer and Career Manager
of your pregnancy, by letter or email, no later than the 15th week before your expected week of
childbirth, unless this is not reasonably practicable. This is usually done by completing a MAT B1 Form
which will be issued by your doctor or midwife on or after the 20th week of pregnancy. The MAT B1
form will confirm your pregnancy and give the expected date of childbirth; it will be this date that
you will use to work out the dates of your maternity leave. You will need to give your line manager
a copy of the MAT B1 together with your maternity leave booking form JPA R004 or JPA R005 as
appropriate. Your line manager will then pass the paperwork to Unit HR staff.
Additional Support
In the eventuality that you feel you are not getting the necessary support from your line
management, you should contact you Unit HR staff for additional support and guidance.
Working Out Your Expected Week of Childbirth (EWC)
Each week runs from midnight between Saturday and Sunday, so if the date you are due is Sun 1
Jan, the week you are due is 1 to 7 Jan. On the calendar count back 15 weeks from the week you are
due. In this example, the 15th week before you are due would be 18 to 24 Sep – which would be the
5latest time that you should tell your chain of command that you are pregnant. The enclosed
Date Planner should assist you in working out your key dates.
Your Options Post Maternity Leave
There are two options available to you:
Option 1
Return to work after maternity leave. This may be at any of the following points:
• 2 weeks after childbirth (minimum by Law).
• After or during a period of Ordinary Maternity Leave (OML) – up to 26 weeks leave to which
all servicewomen are entitled.
• Service Personnel taking Maternity Leave of up to 26 weeks should return to their
previous post if possible, and if they so wish.
• After or during a period of OML and/or Additional Maternity Leave (AML) – a further period
of up to 26 weeks unpaid leave, which follows on from OML to which all Service Personnel
are entitled.
• For Service Personnel taking more than 26 weeks Maternity Leave, the Service will
endeavour to meet geographical and reassignment preferences in accordance with
normal Service arrangements.
To elect for any of the above within Option 1 you should complete the Maternity Notice Form
JPA R004.
Option 2
Use your special right to leave the RAF prematurely on the grounds of pregnancy. You must seek
advice from your Unit HR staff if you choose this option so that you know the effects this can have
on your maternity entitlements, pay and pension.
• ou may opt to leave under these special terms at any time up to your return to work
Y
after maternity leave.
To elect for Option 2 you should complete the Maternity Notice Form JPA R005.
Once you have selected your option, fill in the relevant Maternity Notice form and give it to your
line manager. Your Unit HR will write to you within 28 days of receiving your Notice Form. This letter
will confirm the dates of your maternity leave and the date it is anticipated that you will return
(if applicable).
Health and Safety
Your chain of command should ensure that suitable rest and breast-feeding facilities are made
available for you. This facility should include a safe environment for expressing and storing milk and
where necessary, somewhere to lie down.
Your line manager will need to consider your health and safety in the workplace and must carry
out a full risk assessment once notified of your pregnancy; therefore, it is in your interest to tell
them as soon as possible.
The Risk Assessment Form_5010 can be found in JSP-375. It may be necessary to place
restrictions on your duties to ensure that the MOD can fulfil its legal obligations and responsibilities
for your health and safety, and that of your unborn child, or to preserve operational effectiveness.
If you are removed from your primary role on the grounds of pregnancy, for example you are unable
to fly, then you should have discussions with your line management and agree on appropriate
duties that you can undertake.
6You should inform your line manager in writing if you intend to continue to breastfeed on your
return to work. This will allow for risk assessments to be reviewed, and remain current, for the
duration of breastfeeding or for six months after the birth, whichever is greater. Further details
can be found in AP1269A – RAF Manual - Assessment of Medical Fitness.
Time off for Antenatal Appointments
As your pregnancy progresses you are entitled to “reasonable” paid time off for antenatal care.
This includes time spent travelling to the appointment and waiting to be seen. Antenatal care can
include scans and meetings with the midwife, as well as relaxation and parent craft classes. The
appointment for care must relate to your pregnancy and have been made on the advice of a GP,
nurse or midwife. No proof is required for your first appointment. For subsequent appointments
your Line Manager can request proof of the appointment. Your Line Manager cannot unreasonably
refuse paid time off for antenatal care or require you to “make-up” the time spent at appointments.
The other parent can apply to take up to two days’ paid leave to accompany you to antenatal
appointments, unless this is not possible for Service reasons. The application is to be submitted on
JPA Form R001.
Unpaid Antenatal Leave
You may take up to three weeks’ unpaid antenatal leave between the 14th and 11th week prior to
the EWC. In order to qualify for the leave, you must elect to start your OML at the 11th week prior
to the EWC.
7Maternity Leave & Pay
Explanation of Entitlements
A pregnant service person may take up to 52 weeks maternity leave, regardless of length of service.
Ordinary Maternity Leave (OML) lasts for 26 weeks. Additional Maternity Leave (AML) lasts for 26
weeks and must follow straight on from OML. There must be no gap between the two periods of
leave. The first two weeks after the birth are compulsory maternity leave and it is a legal requirement
that the individual must not work during this time.
Every pregnant Serviceperson is entitled to maternity leave but not everyone is entitled to
maternity pay. The table below explains what your pay entitlements are in relation to your length
of service.
If you have entered into an arrangement to have a surrogate pregnancy you are entitled to
take maternity leave. Subject to meeting the qualifying criteria, you would also be eligible for
maternity pay.
Length of Service Maternity Provision
Length of Service Leave and Pay Entitlement
Less than 26 weeks continuous service by the Up to 52 weeks of maternity leave. This is
Qualifying Week (Note 1) (whether or not you made up of 26 weeks OML plus 26 weeks
intend to return to service) and still serving in AML. You will not be entitled to occupational
the Qualifying Week. pay under the AFOMS during OML; nor will
you be entitled to Statutory Maternity Pay
(SMP). However, depending on individual
circumstances you may be entitled to other
State benefits such as Maternity Allowance.
26 weeks or more but less than a year’s Up to 52 weeks of maternity leave. This is
continuous service by the Qualifying Week and made up of 26 weeks OML plus 26 weeks
still serving into the Qualifying Week (whether AML. During OML you will not be entitled to
or not you intend to return to Service following occupational pay under the AFOMS but may be
maternity leave). eligible for SMP, which is payable during the 26
weeks of OML and first 13 weeks of AML.
Service personnel with a year’s continuous Up to 52 weeks of maternity leave. This is
service by the Qualifying Week, who are still made up of 26 weeks OML plus 26 weeks AML.
serving into the Qualifying Week and who state During the 26 weeks OML you will be entitled
their intention to return to duty to complete to occupational pay under AFMOS. During
their RoS following maternity leave. the first 13 weeks of AML you will receive the
standard rate of SMP. The remaining 13 weeks
will be unpaid.
One year’s continuous service by the Qualifying Up to 52 weeks of maternity leave. This is
Week, and still serving into the Qualifying Week made up of 26 weeks OML plus 26 weeks
and have chosen not to return to duty. AML. During the 26 weeks OML and the first
13 weeks of AML you will be entitled to receive
the standard rate of SMP. The remaining 13
weeks of AML will be unpaid.
Notes:
1. Qualifying Week: 15th week before the week in which the baby is due.
2. SMP: Statutory Maternity Pay, £151.20 as at 1 Apr 20.
8Terms of Service
OML
Normal terms and conditions of service apply whether intending to leave or return to the Service.
OML is reckonable service for purposes such as pay increments, seniority, promotion, pension,
annual leave and public holidays.
AML
All of AML also counts towards completion of your engagement or commission. Only the paid
element (of up to 13 weeks) of AML is reckonable for pension purposes.
Unreckonable Service
If you take unpaid AML this is non-reckonable service for pension purposes. You can apply to extend
your service to take account of this by completing a Gen App and submitting via your Unit HR.
Leave
Leave is accrued throughout OML and AML, including the unpaid element.
Return of Service (RoS)
After a period of maternity leave, you are expected to complete a RoS of 1 week for every week of
Occupational Pay claimed. If you have not completed the required period of RoS from a previous
pregnancy before you start maternity leave from a second pregnancy, then the 2 periods of RoS
may run consecutively on return to work after the second period of maternity.
When Can Maternity Leave Start?
You can choose to start your OML at any time from the 11th week before your expected week of
childbirth. You may also take unpaid pre-natal leave between the 14th and 11th weeks prior to your
expected week of childbirth. If your baby is born before you have started your maternity leave, your
leave will start on the date your baby is born and your return date will be recalculated.
Fitness for Deployment
There are a number of Service-related activities and deployments when you may be asked if you
know of any reason why you should not undertake such activities; pregnancy may be specifically
stated as one of those reasons. You should complete these forms honestly and accurately. When
your pregnancy is confirmed by the MO, the resulting JMES reclassification will render you
temporarily non-deployable.
If you are already deployed when your pregnancy is confirmed, the MO will conduct a clinical risk
assessment. In most cases (nearly all operational deployments) this will result in you being returned
to the UK with the award of a non-deployable JMES. Exceptionally, where it can be demonstrated
that clinical risk is of an acceptable level, a limited deployable JMES may be awarded allowing for
your return to the UK to be deferred to a later stage of the pregnancy. Please note that even if there
appears to be adequate antenatal care, there may be insufficient obstetric care to cope with any
potential complications or premature births. The Service will always consider the health and safety
of you and your baby to be of prime importance when making the decision to return you from
deployment. The clinical risk assessment may, therefore, advise relocation on neonatal grounds
before you reach 22 weeks gestation.
If the MO has deemed the clinical risk to be unacceptable, and you should choose to contest this
decision, advice will be sought from personnel and legal staffs and will require you to consent to the
disclosure of the pregnancy. You should note that if you do not wish to consent to disclosure of the
9pregnancy, for any reason, this will result in the award of a medical non-deployable JMES and you
would be returned to the UK.
Pregnancy and Recruits
If you are an RAF recruit, and you become pregnant after joining, you will be awarded the same
pregnancy related JMES as someone who has completed training. Any rights to maternity leave and
pay will be as per the tables listed previously, and the processes to be followed remain the same as
those listed within this booklet.
Annual Appraisals and Career Progression
The RAF is committed to ensuring that you are not discriminated against or treated any less
favourably, as a result of your pregnancy. As a period of maternity leave can mean that you are
out of the work environment for up to 52 weeks, an appraisal report (AR) will be provided on
commencement of maternity leave. This will be done by either deferring or bringing forward
your annual report; this is to ensure that any reporting gaps are kept to a minimum and that any
promotion board will have the most recent possible report to consider. For further information refer
to JSP 757.
You should discuss your appraisal requirements with the Appraisals Clerk in Unit HR and
your Line Manager.
If you are selected for promotion while pregnant or on maternity leave, you will not be overlooked
for assignment to a suitable appointment in the new rank on the grounds of maternity absence.
As at any time in your career, you retain the right to decline promotion for personal reasons.
Change of Plans?
You can change your plans after you have submitted your Maternity Notice Form, but you must give
56 days notice in writing. However, if you have exercised your right to leave the RAF on grounds of
pregnancy you do not automatically have the right to withdraw your notice of leaving the Service.
You may apply to withdraw your notice and Career Management will decide on a case-by-case basis.
If you have been in receipt of occupational pay and then decide to amend your leaving date from
the Service so that you would leave without completing the required period of RoS, you should be
aware that you will be required to repay the difference between the full pay received during OML
and the level of SMP that you are entitled to.
Maternity Uniform
As soon as you have had your pregnancy confirmed, you should order a maternity uniform
from clothing stores. There is no set date from which to change from normal working dress to
your maternity uniform; it is designed to be worn from a point when your standard uniform
becomes uncomfortable.
Service maternity uniform is a personal choice/combination of dress, trousers, short sleeve shirts
and cardigan. Unlike SD shirts, maternity shirts are designed to be worn outside of the trousers.
The weatherproof jacket is designed to accommodate the majority of pregnancies up to going on
maternity leave. If a suitable sized Service issue jacket cannot be provided, then a dark civilian top
coat may be worn outdoors. Headwear should not be worn in this instance.
Should your service Issue footwear become uncomfortable during your pregnancy, you should
discuss a suitable, more comfortable alternative with your Line Management.
10Keeping In Touch (KIT) Plan and KIT Days
The KIT Plan is designed to be a framework for you to sit down with your Line Manager prior to
Maternity Leave to discuss how you would like your Line Manager to keep in touch with you, and
how you agree to use your KIT days. This is also an ideal opportunity to discuss a graduated return
to work and the possibility of flexible working.
KIT days are designed to enable you to undertake training and to keep up-to-date with new
developments without bringing to an end your maternity leave. KIT days are optional but cannot be
taken during the first two weeks following childbirth.
KIT days are reckonable service and you will be paid a full day’s pay (even if you are only keeping
in touch for part of a day). KIT days do not have to be a full day’s work, you do not have to wear
uniform and they do not have to be taken at your workplace.
Through your KIT Plan, you should discuss with your LM any plans for using your KIT days during
your maternity leave.
Examples of KIT days include;
• Office briefings.
• Service briefings such as AMP&C’s Briefing Team, Armed Forces Pension Society.
• Branch/Trade conferences.
• Meetings with Career Mangers or Line Managers.
• Courses.
• Representative sport.
• Conducting personal admin, such as JPA.
• Researching new posts/units prior to assignment.
• You can even use them to do a graduated return to work! For example, you could use a
KIT day to attend work for a few hours while baby has a trial day at nursery.
• Or you could use a KIT day every other day for the last week of your Maternity Leave and
work mornings/afternoons.
How to Claim a KIT Day
You should use JPA Form R003. You can either use one for each day or claim for them all on
one form. All you need to do is write the detail of the KIT Day and get it signed by your Chain of
Command or the organiser of the event and send to Unit HR.
Contact During Maternity Leave
Reasonable contact may be made from time to time between your line management/Chain of
Command and Career Manager during your maternity leave period. Such contact will not bring
your period of maternity leave to end.
Employment after Maternity Leave
If you opt to return to work immediately after Ordinary Maternity Leave (OML – up to 26 weeks) then
you will return to your previous post if possible, and if you wish to do so.
If you are returning to work after Additional Maternity Leave (AML – up to a further 26 weeks), the
Service will endeavour to meet your geographical and assignment preferences in accordance with
normal Service arrangements.
You should have the opportunity to discuss with your Career Manager your likely opportunities on
return to work.
11Parental Policies Survey
A Survey encompassing all aspects of parental leave, pay and processes has been designed to
garner feedback on current policies. Please take the time to complete the survey such that we can
use the information to inform future policy development.
RAF Fitness Test
Any Service person returning from a period of maternity leave is given a 6-month grace period
before having to take their RAFFT. The MO will sign you off as exempt from fitness testing for 6
months at your Return to Work medical or at the end of your maternity leave. You should then liaise
with your local PEd staffs so they can update JPA accordingly and provide you with any necessary
training packages.
Pre- and Post- Natal Fitness
Some PTIs are trained in supporting pre- and post-natal fitness. It is also being introduced to Phase 2
PTI training in 2020 so that all PTIs have an understanding. If this is something you are interested
in accessing, then speak to your local PEd staff.
Screening from Operational Deployment
You will be screened from operational deployment for a period of 18 months post childbirth
unless you notify your Career Manager otherwise. Further details can be found in IBN 33/14 and
JSP 760 para 25.68.
Flexible Working (FW) Options
Alternative Working Arrangements (AWA)
Alternative working arrangements (AWA) allow an individual to have a degree of freedom when
attempting to balance their work and personnel life. While alternative working is not a right, all
Service personnel are entitled to request AWA so they may better balance the demands of personal
life and Service commitments. Any request to vary working patterns should be considered where
these do not impinge on operational capability; it may not always be possible for non-standard
hours to be worked due to the ways in which different arms and branches of the Services operate.
Further information is available in JSP 750 and applications are made on JPA Self-Service. Any
implementation of AWA is done on a temporary basis only and an annual, or more frequent, period
of review should be agreed between the Service person and their Line Manager. The Service also
retains the right to stop any AWA should operational capability require it.
Leave Options
There are a number of other leave options available depending on the need which include career
breaks, special unpaid leave, call forward of leave, enhanced leave and parental leave.
Parental Leave
The aim of Parental Leave is to allow Service personnel unpaid leave to care for a child by, for
example, spending more time with the child during the early years, to settle a child into new
childcare arrangements or to accompany a child during a stay in hospital. Parental Leave allows
each parent of each child, to take 18 weeks unpaid leave. Parental Leave can be taken up to the
child’s 18th birthday.
Parental Leave commences at the birth of each child. This means that both parents, if they have
twins, can both take 18 weeks leave. One week’s Parental Leave is equal to the length of time that
an individual is normally required to work in a week. Leave must be taken in blocks of one week (i.e.
7 calendar days), with a maximum of 4 weeks at any one time in any 12-month period for each child.
12If less than one week is taken, it will still count as a full week for the purposes of Parental Leave and
the days not taken will be forfeited from the overall 18-week entitlement unless the child is disabled.
If the child is disabled periods of less than 7 days may be taken.
Parental Leave is unpaid and, therefore, is non-reckonable service that does not count towards
seniority for promotion, completion of a commission/engagement or pension entitlements.
Shared Parental Leave
Alternatively, Shared Parental Leave (ShPL) can provide eligible personnel a flexible way to share time
off work in the first year after the birth of a child. Further information can be found in Chapter 27 of
JSP 760.
Time off For Dependants
Military leave regulations allow time off in order to deal with an emergency involving family and
dependants. Where time off is needed for a dependant, the issue can be dealt with using one, or
a combination of the following types of leave: Annual Leave, Authorised Absence, Compassionate
Leave, Unpaid Leave or Parental Leave. Further details can be found in Chapter 23 of JSP 760.
Flexible Service (FS)
Flexible Service (FS) introduces opportunities for Regular members of the Armed Forces to
balance their career and personal lives’ when they need it most. The Service recognises that at
certain times in an individual’s career, their military commitments do not align with their personal
circumstances, which can contribute to their decision to leave the Service. FS gives personnel the
ability to temporarily reduce their working commitment in order to provide a better balance and
encouraging retention. All personnel have a right to apply by law, but not necessarily the right to
undertake an FS arrangement. There is a minimal eligibility criteria, although all decisions are subject
to the Service’s ability to meet its operational requirements.
There are 2 FS options. Part-Time Working enables a Regular service person to reduce their normal
working routine by 20% or 40% (1 or 2 days in a 5-day working week) and Restricted Separation
allows the individual to limit their time away from home to a maximum of 35 days a year. Personnel
can also combine both FS Part-Time Working and Restricted Separation options as best suits
their need, although FS arrangements do come with a fair commensurate reduction in pay &
pension. Applications can be made for any reason but are limited in length to no more than 3 years
continuously and no more than 4 years in a 12-year rolling period. Further information is available in
JSP 750 and applications are made on JPA.
Long-Term Relationship Status and Cohabitation
Since 1 Apr 19, Tri-Service Accommodation Policy has enabled personnel in an established and
recognised long-term relationship, but not married or in a civil partnership, to occupy surplus
Service Families Accommodation (SFA) on an eligible basis located up to 50 miles from the duty
station. Service personnel who are designated PStat Cat 2 and already entitled to SFA, are also able
to apply to cohabit with their long-term partner without affecting their entitlement to SFA, subject
to fulfilling the evidence requirements. In all cases, the relationship must be recorded on JPA by
Unit HR following the verification of evidence specified in JSP 464 Vol 1_Part_1, which seeks to
determine that that the relationship has endured for a period greater than or equal to 365 days and
is a genuine commitment. Further details on the policy and application process are in JSP 464
Tri Service Accommodation Regulations Vol 1 Part 1.
Housing applications
Should you need to apply for Service Families Accommodation (SFA) during your maternity leave
there are 2 ways in which you can apply. Ideally applications should be submitted through the
online 1132 eForm. This can only be accessed through MODNet. If you are unable to access MODNet
13whilst on maternity leave a hard copy of the form can be downloaded from the Gov.uk site and
submitted by post.
Registering a Birth on JPA
You should register the birth of your child on JPA at the earliest opportunity. This is likely to be on
your return to work. You will need to fill in JPA Form N005, which will be provided, by Unit HR and
you will also need to take along your child’s Birth Certificate.
Will
You may wish to update/write your will on becoming a parent.
Change of Personal Status (PSTAT) Category
Check with Unit HR if you need to change your PSTAT Category on your return to work. This is done
using the JPA Form N001.
Childcare
As a Service parent you are responsible for making your own arrangements for childcare and
meeting the costs involved, so you should also investigate your eligibility for Tax Credits and other
benefits through the Gov.uk website.
Many units have commercial crèches and nurseries on their premises, or nearby. In general, however,
there is a high demand for places in nurseries and for childminders that can lead to long waiting
lists. You should start investigating your options and making preliminary arrangements for childcare
as early as possible. HIVEs maintain lists of local nurseries and crèches, which may assist you. Do not
wait until after your child is born.
The RAF will endeavour not to deploy both Service parents (where applicable) at the same time
where this does not affect operational capability. Should issues arise with childcare after you have
returned from maternity leave, you are advised to discuss this with your line management as soon
as possible.
The Childcare Choices website was launched so that parents can pre-register for the
government’s new childcare offers. Childcare Choices brings together all the government childcare
offers for the first time, helping parents find the right childcare support to suit them. As part of
Childcare Choices, the government has introduced HMRC’s Tax- Free Childcare and the Department
for Education’s 30 hours free childcare.
The 30 hours free childcare offer is available in England for working parents of 3 and 4-year olds and
parents are able to apply in advance.
The Childcare Choices website includes a Childcare Calculator for parents to compare the
government’s childcare offers and check what works best for their families.
Childcare Vouchers
The scheme closed to new applicants on 4 Oct 18.
14Should the Worst Happen
Before 24 Weeks of Pregnancy
If you suffer the loss of your baby before 24 completed weeks of pregnancy you will not be entitled
to maternity leave or pay. You will be entitled to normal sick and compassionate leave provisions
which should arranged through your Chief Clerk.
After 24 Weeks of Pregnancy
If you suffer the loss of your baby after the 24th week of pregnancy you will qualify for maternity
leave and pay.
1516
Sources of Support
The RAF is committed to providing, wherever possible, supportive arrangements to accommodate pregnancy and maternity leave within an individual’s career. While the first port of call
for any of your queries should be your Unit HR staffs or LM, all the sources of support listed below will be able to offer either advice or counselling to pregnant personnel. Any pregnant
Servicewoman, or those on maternity leave can also now self-refer for mental health support via DCMH Colchester. You can call 01206 817 057 during working hours (0800-1600) and will
be asked a series of questions. DCMH Colchester will then arrange a review at your local DCMH. You can, of course, also contact your doctor for a referral to your local DCMH, and an NHS
GP can also refer you to DCMH.
Service Provider Contact Details Website Description of Service
RAF Community 01494 49 6003 Web RAF Community Support website includes news updates, deployment
Support Or www.raf.mod.uk/community information, signposting support, Tel Nos, photo sharing and Charitable Funding
(Headquarters Mil - 95221 6003 www.raf.mod.uk/serving-families/contact-raf- assistance advice.
Air Command) (Mon-Fri) community-support/
Office hours only There is Family member access to Airspace and details are available from
Facebook
rafcommunity@btconnect.com
www.facebook.com/rafcommunity
Twitter
@RAFCommunity
RAF HIVE Dependent on Web Local information provided including education, housing, health, local area facilities
Information location – refer www.raf.mod.uk/community/support/ and spouses’ employment, with links to Regional Job Centre Plus Champions.
Service to website. rafhiveinformation service.cfm Staffs assist with various aspects of Deployment Support and also offer a
www.raf.mod.uk/serving-families/hive-finder/ signposting service.
CONFIDENTIAL SERVICE
Soldiers, Sailors During office Web Provides confidential advice, support, signposting to internal and external agencies
Airmen Families hours contact www.ssafa.org.uk/ and counselling (where required) for all RAF Service Personnel and dependants.
Association - your unit SSAFA www.ssafa.org.uk/help-you/forcesline
(SSAFA) Worker. Free and confidential telephone helpline and email service.
General CONFIDENTIAL SERVICE
Enquiries
0207 463 9358
Forcesline
0800 731 488017
RAF Families 01780 781650 Web Represents concerns of RAF personnel and families. Operates independently from
Federation www.raf-ff.org.uk the Chain of Command.
(RAF FF)
Email CONFIDENTIAL SERVICE
enquiries@raf-ff.org.uk
Service Provider Contact Details Website Description of Service
RAF Benevolent 0300 102 1919 Web The Fund provides financial, practical and emotional support to all members of RAF
Fund (RAF BF) www.rafbf.org family including RAF veterans.
Email
welfareservices@rafbf.org.uk
RAF Association 0800 018 2361 Web The RAF Association provides support by offering friendship, help and advice to
(RAFA) www.rafa.org.uk current and former RAF personnel and dependants.
Directorate of 01264 381581 Web The Directorate Children & Young People has the MOD lead for Service Children
Children & Young Or www.gov.uk/government/groups/directorate- and Young People.
People (DCYP) Mil - 94391 7581 children-and-young-people
MOD Joint 01252 787574 Web The MOD JSHAO can provide information on home ownership schemes, as well as
Services Housing www.gov.uk/government/collections/joint-service- many other issues related to housing.
Advise Office housing-advice-office-jshao
(JSHAO)
Email
RC-Pers-JSHAO-0Mailbox@mod.gov.uk
Children’s 01980 618244 Web Provides information and support to Service families and eligible MOD civilians on
Education Or www.gov.uk/guidance/childrens-education-advisory- all aspects of the education of their children in the UK and overseas.
Advisory Service Mil - 94344 8244 service
(CEAS)
Email
DCYP-CEAS-Enquiries@mod.gov.uk18
Healthcare for Web Healthcare information and support for the Armed Forces community, Including
the Armed Forces www.nhs.uk/using-the-nhs/military-healthcare/ serving personnel, reservists, families and veterans.
Community armed-forces-healthcare-how-it-works/
Defence Web There are commercial companies who give discounts for Service personnel and
Discount Service www.defencediscountservice.co.uk their families. Find out more in this brochure.
Armed Forces Free phone 0800 Web Childcare vouchers are a government initiative designed to help working parents
Childcare Voucher 066 5075 (open www.modchildcare.co.uk pay for childcare. You can convert part of your salary into vouchers before your
Scheme around the clock, usual tax and NI contributions are taken. Sodexo provide this service for the MOD.
Email
except 25th/26th
customercare.br.uk@sodexo.com Note: This Scheme closed to new applicants wef 4 Oct 18.
December)
Tax Free Childcare Web Tax-free childcare is a government initiative designed to help working parents pay
www.gov.uk/tax-free-childcare for childcare. A parent is able to pay money into their tax-free childcare account
and the government will also contribute a certain amount up to a capped limit.
You may also find some of the following documents useful which are all housed on maternalmentalhealthalliance.org/resources/mums-and-families/
Service Provider Title Link Description of Service
NHS Post Natal web.ntw.nhs.uk/selfhelp/leaflets/Postnatal%20 An NHS Self-help guide.
Depression Depression.pdf
Maternal Mental Gaining Control maternalmentalhealthalliance.org/wp-content/ A Self-Help workbook for Post-natal Depression.
Health Alliance of your life after uploads/Self-help-workbook-post-natal-depression.pdf
having a baby
2gether NHS Gaining Control ghc.nhs.uk/wp-content/uploads/Gaining-Control-of- A self-help workbook.
Foundation Trust of your life with Your-Life-with-A-Baby-Manual.pdf
a babyQuestions and Answers
How do I work out when the 15th week before the week I am due is?
Each week runs from midnight between Saturday and Sunday, so if the date you are due is Sun 1
Jan, the week you are due is 1 to 7 Jan. On the calendar count back 15 weeks from the week you
are due. In this example, the 15th week before you are due would be 18 to 24 Sep – which would
be the latest time that you should tell your chain of command that you are pregnant.
What if I fall ill during pregnancy?
The normal rules for sick leave apply. You should notify your line manager on the first day of your
absence and certify your sick leave in the same way as normal. However, if the illness is pregnancy
related and likely to persist, special rules apply (see below).
What if I have a pregnancy-related illness before I go on maternity leave?
Your maternity leave will start automatically if you are absent from work for a pregnancy-related
illness during the 4 weeks before the start of your expected week of childbirth, regardless of when
you actually wanted your maternity leave to start. Your maternity leave dates will be re-calculated if
you find yourself in this position.
How much maternity leave am I entitled to?
You are entitled to take up to 52 weeks’ maternity leave, regardless of your length of service.
You must take a minimum of 2 weeks’ maternity leave immediately after the birth of your baby.
How much maternity pay am I entitled to?
Maternity pay is dependent on your length of service and whether or not you intend to return
to service following the birth of your baby. There is a table in the main body of this booklet that
summarises your pay entitlement.
What happens with my annual leave?
You are entitled to take annual leave before or after the maternity leave period, but see JSP 760 if
you are leaving the Service on completion of Ordinary Maternity Leave (OML). Your annual leave will
continue to accrue in the normal way and can be taken with any annual leave you may already have.
Only in exceptional circumstances, and subject to the approval of the CO, can periods in excess of
15 days’ untaken Annual Leave be carried forward to the next year. The carrying forward of Annual
Leave in excess of 15 days should only be authorised where there is reasonable expectation of it
being taken in the following year. The opportunity therefore to ‘stockpile’ large amounts of excess
Annual leave is discouraged, therefore you should make every effort to take annual leave before you
go on maternity leave. If you have a problem calculating what leave you are entitled to you should
consult your unit HR staff.
What is my status when I am on maternity leave?
You are entitled to any opportunities that would be available if you were not on maternity leave.
OML and the paid element of AML count as reckonable service. You should discuss with your line
manager and Unit HR your preference for keeping in touch such as email or telephone call so
that you do not feel isolated whilst on maternity leave. Additionally, you may wish to consider the
frequency of the contact. When you return to duty after OML and/or AML, the Services will try to
meet your geographical and posting preferences in accordance with normal Service arrangements.
Where do I return to after maternity leave?
If you opt to return to duty immediately after OML, then every effort will be made to return you to
your old post (if you so wish) provided that in doing so your return does not have an adverse and
disproportionate impact on normal posting practices or operational effectiveness. If, for Service
reasons, you are unable to return to your previous post, then you should seek advice from your
Career Manager who may be able to offer you a suitable post in the same location. If you return
after AML, then the Service will endeavour to meet your geographical and assignment preferences
in accordance with normal Service arrangements.
19Will I be deployed on return to work from maternity leave?
If you return to work after a period of maternity leave you will not be deployed for a period of 18
months following the birth of your child – unless you have negotiated differently with your Career
Manager. Once all periods of allowed deferment have finished, you will become fully liable for the
full range of duties. Where both parents are serving, the RAF will endeavour not to deploy serving
parents of dependent children at the same time, where this does not affect operational capability.
More information is provided in IBN 33/14.
Will I be deployed on return to work from adoption leave?
If you return to work after a period of adoption leave (where you are the primary adopter) you
will not be deployed for a period of 18 months from the positive outcome of the Matching Panel
– unless you have negotiated differently with your Career Manager. Once all periods of allowed
deferment have finished, you will become fully liable for the full range of duties. Where both parents
are serving, the RAF will endeavour not to deploy serving parents of dependent children at the
same time, where this does not affect operational capability. More information is provided in
IBN 72/15.
I am concerned about leaving my child in order to return to work. What are my options?
Returning to work after any extended period of absence is difficult especially when you have a
child to consider. Give yourself some time to get into a new routine, speak to your line manager and
colleagues. Consider using your KIT days to do a graduated return to work. If after a period of time
you decide that remaining in the Service is not for you, you may exit in the usual ways. Remember
that on return from maternity leave you must complete a return of service a (1 week for every week
of Occupational Pay claimed) or pay back Occupational Pay.
I have decided not to return to duty after having my baby. Am I still entitled to take
maternity leave before I leave the Service?
Yes, you are entitled to the same amount of maternity leave as you would be if you were not leaving
the Service. The amount of leave will be determined on your length of service. There is a table in the
main body of this booklet that explains your entitlements.
I have decided not to return to work after having my baby. Am I still entitled to maternity
pay before I leave the Service?
If you remain in the Service until the 15th week before the week your baby is due you may be
entitled to Statutory Maternity Pay (SMP), depending on your length of service. There is a table in
the main body of this booklet that explains your entitlements.
Am I entitled to any resettlement options if I choose to leave the Service on the grounds
of pregnancy?
You are entitled to resettlement in accordance with JSP 534. Contact your Unit Resettlement
Advisor for any guidance in this area.
I am a single service person, what housing am I entitled to?
3 months prior to your expected date of childbirth, as a single Service person you are entitled
to occupy Service Families Accommodation (SFA). You will pay SFA charges from the date
of occupation.
Do I get any financial help with child-care?
Not directly, however check your eligibility for Tax-Free Childcare. As a Service parent you are
responsible for making your own arrangements for childcare and meeting the costs involved so
you should also investigate your eligibility for Tax credits and other benefits through the Gov.uk
website. Should issues arise with childcare after you have returned from maternity leave, you are
advised to discuss this with your line management as soon as possible.
20Are there any initiatives to reduce childcare costs?
RAFA launched ‘RAF Kidz’ in Aug 19. RAF Kidz has reduced the daily charge for under 3s by c25%
while improving the quality of service. RAF Kidz provide childcare facilities at RAF Odiham, RAF
Cranwell and RAF Digby. More locations are in the pipeline to meet an RAF aspiration for wider
roll out.
Am I entitled to any benefits?
There are various benefits to which families with young children are entitled, and additional benefits
to which you may be entitled. Rules change from time to time, so it is always worth checking the
Gov.uk website for further information. In addition, there are a number of voluntary organisations
that are happy to provide advice and support, many of which are listed in this booklet.
What other options are available to Service parents?
The RAF recognises the importance of family life and there are a number of options available to
help personnel achieve a better balance between work and home commitments. Further details are
contained in the guide ‘Flexible Working and You: A guide for Service Personnel, which is available
in JSP 750 and on the Air Media Employment Policy Carousel.
What happens when I return to duty?
Before you can return to duty you should make an appointment with your Medical Officer for a
Return to Work assessment. The Medical Officer will give you a JMES which will either certify you
as fit to return to work (under full or reduced duties) or suggest that you need further time to
recover from childbirth. At this appointment you should also discuss with the Medical Officer your
exemption from fitness tests for 6 months. Once you have received the required medical chit for
exemption (FMed 566), on your return to work you should present this to Unit PEd staffs who will
be able to update JPA accordingly.
How soon will I be expected to conduct my RAFFT?
You will be exempt your RAFFT for 12 months from the date of childbirth or for 12 months from
cessation of breast feeding (whichever is the later) iaw AP1269A. You will be issued with a FMed 566
at your Return to Work Medical which will detail how long you are exempt based on your personal
medical circumstances. You will need to present the FMed 566 to Unit Ped staffs who will be able to
update JPA accordingly.
Will I be able to breast-feed on returning to duty?
For some individuals the opportunity to continue breastfeeding, either wholly or partially, after
returning to work will influence the timing of their return to work. If you are breastfeeding on your
return to work you should provide written notification to your Line Manager so that a healthy, safe
and suitable environment is provided to express and store milk as well as you having somewhere to
lie down if it is required. Your risk assessment should be updated on your return to work.
References
JSP 750 – Centrally Determined Terms of Service (Alternative Working Arrangements
and Flexible Service)
JSP 760 – Tri-Service Regulations for Leave and Other Types of Absence
JSP 534 – Tri-Service Resettlement and Employment Support manual
JSP 375 – Management of Health and Safety in Defence
21Maternity Glossary
AFOMS – Armed Forces Occupational Maternity Scheme.
AML – Additional Maternity Leave: a 26-week period of leave that can follow on from ordinary
maternity leave.
Antenatal – Prior to the birth.
AWA – Alternative Working Arrangements. A temporary change to working hours or Service that is
agreed between the line management and an individual.
EWC – Expected Week of Childbirth: the week, beginning at midnight between Saturday
and Sunday, in which it is expected that the baby will be born (as notified on MATB1 by
medical advisor).
FS – Flexible Service. This policy enables an SP to either reduce the number of days they work or
restrict the amount of days that they are away from home.
KIT – Keeping In Touch: A maximum of 10 days, during maternity leave or 20 during ShPL, on which
a serviceperson may attend work (by arrangement with their line manager), which will not bring
your maternity or ShPL leave to an end.
MAT B1 – Certificate confirming the date the baby is due, provided by midwife or doctor.
MPP – Maternity Pay Period: the period (of up to 39 weeks) during which the SMP is paid.
Occupational Pay – The enhancement of SMP up to the individual’s full rate of pay for the 26
weeks of OML.
OML – Ordinary Maternity Leave: a period of 26 weeks leave to which all servicewomen
are entitled.
Paternity Leave – A period of up to 2 weeks leave for spouses/partners (including same sex
partners) after the baby’s birth.
Postnatal – After the birth.
Qualifying Period – The fixed period of time during which a servicewoman must have worked,
to be eligible for certain benefits.
QW – Qualifying Week: the week during which a servicewoman must have been employed by the
Service to qualify for statutory maternity pay. The qualifying week is 15 weeks before the EWC.
RoS – Return of Service.
SFA – Service Family Accommodation.
SLA – Single Living Accommodation.
SML – Statutory Maternity Leave.
SMP – Statutory Maternity Pay: paid to servicewomen by the RAF on behalf of the State, provided
she satisfies certain qualifying conditions.
ShPL – Shared Parental Leave.
22ShPP – Shared Parental Pay – The enhancement of statutory pay up to the individual’s full rate of
pay up to 26 weeks.
SShPP – Statutory Shared Parental Pay – Paid to service personnel by the RAF on behalf of the state,
provided they satisfy certain qualifying conditions.
23Maternity Checklist
The following list is designed as a guide only. Firm dates for completion are given where there are set deadlines, other
areas suggest ASAP as the timeline, this is dictated by when you choose to have your pregnancy confirmed with the
Service, and when you wish to inform your LM. As mentioned previously, the sooner you choose to inform your LM of
your pregnancy the quicker they can start taking steps to assist you and ensure that the correct risk assessments are in
place to protect you and your unborn child. The guideline is based on an individual that is intending to return to duty
following a period of maternity leave.
Item Details By When Complete
During Pregnancy
1 Make appointment with Unit Medical Centre to confirm pregnancy. Any point
You will be given details of the local midwife at this point and should
make an appointment with them directly.
2 Take the FMed 566 that the MO will give you to Unit HR. ASAP
3 When you are ready, notify LM and give them the LM Booklet. Any point
0-24 wks
4 Complete Work Place Risk Assessment with your LM. ASAP after Ser 3
5 Order maternity uniform via Supply. ASAP after Ser 2
6 MAT B1 issued from Doctor or midwife. 20 wks
7 Take MAT B1 with statement of intention to Unit HR. 20 wks
8 Latest point at which to notify Service/LM of your pregnancy. 15 weeks
before EWC
9 Consider your childcare options. ASAP after Ser 1
10 Complete Maternity Communication Plan with LM. Before
commencement
of Mat Lve
11 Ensure action has been taken to either raise or defer your SJAR/OJAR. Before
commencement
of Mat Lve
12 If expecting to change post on return to work, discuss with Before
Career Manager. commencement
Note new units contact details. Consider housing options and print off of Mat Lve
a hard copy Housing application form/speak to Amey.
During OML/AML
13 Consider using your 10 KIT days. Any time after
2 weeks Mat Lve
14 Unit HR will send letter requiring confirmation of intentions Halfway through
regarding your return to work. Mat Lve
15 Hastener from Unit HR if you have not replied to the above. -
16 Consider Return to Work plan, use of KIT days, flexible working policies. 6 weeks
before return
Returning to Duty
17 Attend Return to Work medical; receive further FMed 566 for 6-month ASAP on return
exemption for RAFFT and inform Unit PEd Flt.
18 Take your child’s birth certificate to Unit HR and register your child. ASAP on return
NB – If both parents are serving then both should register the child.
19 Set new objectives for appraisals. ASAP on return
20 Complete the Parental Policies survey to provide your feedback on ASAP on return
current Maternity / Paternity / Adoption and Shared Parental Leave
and Pay Policies.Date Planner
Before Maternity Leave
You should go through this with your Unit HR Clerk and fill in the dates. It should help you work out your dates for starting
Maternity Leave and any other entitlements. Key weeks are highlighted in blue.
Week 1 (-39) Week 2 (-38) Week 3 (-37) Week 4 (-36) Week 5 (-35)
Week 6 (-34) Week 7 (-33) Week 8 (-32) Week 9 (-31) Week 10 (-30)
Week 11 (-29) Week 12 (-28) Week 13 (-27) Week 14 (-26) Week 15 (-25)
Week 16 (-24) Week 17 (-23) Week 18 (-22) Week 19 (-21) Week 20 (-20)
Earliest you will be
provided with a
MAT B1.
Week 21 (-19) Week 22 (-18) Week 23 (-17) Week 24 (-16) Week 25 (-15)
Latest date to inform
LM of pregnancy.
Week 26 (-14) Week 27 (-13) Week 28 (-12) Week 29 (-11) Week 30 (-10)
You can take 3 weeks The earliest OML
unpaid leave. can start.
Week 31 (-9) Week 32 (-8) Week 33 (-7) Week 34 (-6) Week 35 (-5)
Week 36 (-4) Week 37 (-3) Week 38 (-2) Week 39 (-1) Week 40 -EWC
If you have to
stop work due to
pregnancy related
illness, OML will start
automatically.Date Planner
From Birth
1. You should go through this with the Unit HR Clerk and fill in the dates. It should help you work out dates for returning
to work, any entitlements and deadlines etc.
2. You should include dates such as the end of OML/start of AML, when you should receive a letter/from your unit HR
about returning to work, the deadline for your reply, your intended date of returning to work and last day of Maternity
Leave. The start date for this planner should be from the date your child was born.
Week 1 Week 2 Week 3 Week 4 Week 5
The earliest you can
legally return to work.
Week 6 Week 7 Week 8 Week 9 Week 10
Week 11 Week 12 Week 13 Week 14 Week 15
Unit HR will contact
you to confirm DoB
of child and your
intentions.
Week 16 Week 17 Week 18 Week 19 Week 20
Must inform RAF
in writing, of your
intentions.
Week 21 Week 22 Week 23 Week 24 Week 25
Week 26 Week 27 Week 28 Week 29 Week 30
Week 31 Week 32 Week 33 Week 34 Week 35
Week 36 Week 37 Week 38 Week 39 Week 40Maternity Communication Plan
Keeping in touch during maternity leave is your choice, this form is intended to be used by a you and your line manager
to agree a Communication Plan during your maternity leave. This plan is intended as a guide and a framework for
discussion. It should be passed on by your Line Manager if they are replaced during your period of Maternity Leave.
This Maternity Communication Plan is to be completed in conjunction with JPA R003.
Name
Service No
Address(es) Address 1 Address 2
during
Mat Lve
Landline
E-mail
Mobile
During Mat Lve I would like to be contacted:
Phone E-mail Text Notes
Weekly
2 Weekly
Monthly
Other Please specify
KIT day plan
Date Place JPA Form R003 Auth and sent to PSF
1
2
3
4
5
6
7
8
9
1028
RAF Form 7548
Risk Assessment Form (Revised July 19)
Establishment/Unit/Ship: Assessment No: Assessment Date:
Section/Department: Assessment Type
(Delete as appropriate; see Note 1)
Generic Dynamic Specific
Task/Activity
Assessor Line Manager Acceptance (See Note 2)
Name: Name:
Rank/Grade: Rank/Grade:
Signature: Signature:
Residual Risk
Who is at Risk? Control Measures Risk Rating Additional Rating
Hazard Risk (See Note 7)
(L X S =) Controls Remarks
(See Note 6) (L X S =)
(See Note 3) (See Note 6)
(See Note 3+4)Line Manager Assessment Review
(See Notes 2 and 5)
Review Date: Review Date: Review Date: Review Date:
Name: Name: Name: Name:
Rank/Grade: Rank/Grade: Rank/Grade: Rank/Grade:
Signature: Signature: Signature: Signature:
Notes:
1. If using a ‘Generic’ risk assessment, Assessors and Line Managers are to satisfy themselves that the assessment is valid for the task and that all significant hazards
have been identified and assessed. If additional hazards are identified they are to be recorded and attached to the Generic assessment.
2. Line Managers are to note that they are responsible for production of the risk assessment and that they are signing to indicate that the risk assessment is suitable and
sufficient, and they consider the risks to be acceptable.
3. When recording the Risk Rating ensure that both the Likelihood and Severity scores are included.
4. Record the residual Risk Rating to demonstrate that the risk has been reduced to an acceptable level.
5. Risk Assessments are to be reviewed annually and/or:
- If there is reason to doubt the effectiveness of the assessment.
- Following an accident or near miss.
- Following significant changes to the task, process, procedure or Line Management.
- Following the introduction of more vulnerable personnel.
- If “Generic” prior to use.
6. Each Control Measure is to be specific and managed.
7. Specify all persons at Risk, including Contractors, Visitors, Members of Public.You can also read
