# Time off and family leave: what UK employers give in 2026

> UK time off benchmarks 2026: annual leave, sick pay, maternity, paternity and carer's leave and hybrid working, with the base behind every figure.

Source: https://lumihr.co.uk/resources/time-off-family
Author: David Whitfield (https://lumihr.co.uk/about/david-whitfield)
Data: lumi reward benchmark · national · collection window 2026 H1

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*lumi benchmarks · Time off & family · Collection window 2026 H1 · By David Whitfield*

> **Key findings**
> - The median annual leave allowance is 24 days, excluding bank holidays. The 25th percentile is 22 days and the 75th percentile is 26 days (n = 260). ([How many days of annual leave do UK employers give?](/research/annual-leave-holiday-2026))
> - Enhanced pay (above statutory) is the common answer on maternity and adoption pay, chosen by 43.8% of organisations (n = 256). With the 25.4% that combine enhanced leave and pay, 69.2% enhance pay in some form (43.8% + 25.4%). ([What percentage of UK employers offer enhanced maternity and adoption pay?](/research/maternity-adoption-pay-2026))
> - Statutory sick pay only is the common answer, chosen by 44.0% of organisations (n = 257). 56.0% provide some enhanced sick pay, combined with SSP or above it (38.5% + 17.5%). ([What percentage of UK employers pay more than statutory sick pay?](/research/occupational-sick-pay-2026))

This area is the largest in the register: annual leave and bank holidays, occupational sick pay above the statutory floor, maternity, adoption, paternity and shared parental pay, carer's and bereavement leave, fertility and menopause support, and the attendance expected of staff who can work remotely.

Every figure on this page comes from the lumi reward benchmark, with the number of organisations answering shown beside it. The papers below give the full distributions, and the public figures link to one page per metric. The register lists 62 metrics in this area, among them annual leave days (excluding bank holidays), maternity & adoption pay vs statutory and occupational sick pay vs SSP; every one has a public definition in [the metric register](/register).

## Frequently asked questions

**How many days of annual leave do UK employers give?**
In the lumi reward benchmark, the median annual leave allowance is 24 days, excluding bank holidays. The 25th percentile is 22 days and the 75th percentile is 26 days (n = 260).

**What percentage of UK employers offer enhanced maternity and adoption pay?**
In the lumi reward benchmark, enhanced pay (above statutory) is the common answer on maternity and adoption pay, chosen by 43.8% of organisations (n = 256). With the 25.4% that combine enhanced leave and pay, 69.2% enhance pay in some form (43.8% + 25.4%).

**What percentage of UK employers pay more than statutory sick pay?**
In the lumi reward benchmark, statutory sick pay only is the common answer, chosen by 44.0% of organisations (n = 257). 56.0% provide some enhanced sick pay, combined with SSP or above it (38.5% + 17.5%).

**How much paternity and shared parental leave pay do UK employers provide?**
In the lumi reward benchmark, the median organisation provides 2 weeks of enhanced paternity pay above statutory. The 25th percentile is 0 weeks, the 75th percentile is 4 weeks and the range runs from 0 to 26 weeks (n = 266).

**How much is statutory sick pay in 2026, and how many UK employers pay more than it?**
Statutory sick pay is the lower of £123.25 a week and 80% of normal weekly earnings, payable from the first full day of sickness since 6 April 2026, for up to 28 weeks. In the lumi reward benchmark, 56.0% of UK organisations pay some enhanced sick pay (38.5% + 17.5%) and 44.0% pay statutory sick pay only (n = 257).

**What is the average maternity leave and pay in the UK?**
Maternity or adoption leave is 52 weeks with no minimum service, and statutory maternity and adoption pay is 90% of average weekly earnings for six weeks, then £194.32 a week or 90% if lower, for 33 weeks (2026/27). What varies between employers is the pay above that. In the lumi reward benchmark, 69.2% of UK organisations enhance maternity and adoption pay in some form (43.8% + 25.4%, n = 256), and the median length of enhanced pay is 12 weeks, counting the organisations that provide none (n = 261; the 25th percentile is 0 weeks and the 75th is 16).

**How much paternity leave and pay do UK employers give in 2026?**
Statutory paternity leave is 1 or 2 weeks, a day-one right since 6 April 2026, paid at £194.32 a week or 90% of average weekly earnings, whichever is lower (2026/27). In the lumi reward benchmark, the median UK organisation provides 2 weeks of enhanced paternity pay above statutory (n = 266; the 75th percentile is 4 weeks), and 60.6% have made paternity and unpaid parental leave available from day one of employment (n = 269).

**What is the average annual leave allowance in the UK?**
In the lumi reward benchmark, the median annual leave allowance is 24 days, excluding bank holidays. The 25th percentile is 22 days and the 75th percentile is 26 days (n = 260). Statutory annual leave is 5.6 weeks, which can include bank holidays.

**Is carer's leave paid in the UK, and how much bereavement leave do employers give?**
The statutory right, since 6 April 2024, is up to one week's unpaid carer's leave in any 12 months, from day one. In the lumi reward benchmark, 91.0% of UK organisations provide carer's leave at the statutory unpaid level only and 9.0% pay for some or all of it (4.5% + 4.5%, n = 268). Paid bereavement leave for the death of a close family member has a median of 3 days, a 25th percentile of 2 days and a 75th percentile of 5 days (n = 268); a statutory bereavement leave of at least one week, including pregnancy loss before 24 weeks, is due in 2027.

**Do UK employers have to have a menopause policy or action plan?**
No. Employers in England, Scotland and Wales with 250 or more employees can publish a voluntary menopause action plan with their gender pay gap data, and GOV.UK says that, subject to legislation, plans become mandatory from spring 2027. In the lumi reward benchmark, 3.0% of UK organisations have already published one and 6.0% plan to publish one this year (n = 267); 3.1% provide specific paid menopause leave and 17.7% provide support without specific paid leave (n = 260).

**How many days a week do UK employers require in the office in 2026?**
In the lumi reward benchmark, for roles that support remote working, the common expectation is workplace attendance of 3 or more days per week, chosen by 40.0% of employers (n = 255); 65.5% expect attendance at least one day a week (40.0% + 25.5%).

## Related

- [All resources](/resources) — every paper, guide and template, filterable by topic.
- [How the numbers are made](/methodology) — collection, the floor of three, and how positions are read.
- [Who is in the sample](/sample) — the organisations behind every figure, by sector and by size.

## What the research says

### How many days a week do UK employers expect hybrid staff to attend a workplace?

- For roles that support remote working, the common expectation is workplace attendance of 3 or more days per week, chosen by 40.0% of employers (n = 255).
- Anywhere in the UK is the common answer on where remote employees may work, at 60.5% (n = 210). For remote working abroad, case-by-case decisions are common, at 47.0% (n = 266).
- 70.1% of employers cover IT equipment for home working and 8.0% cover broadband or connectivity costs. 20.5% answered "None" (n = 264).
- 94.1% do not operate a four-day week or nine-day fortnight for any population (n = 269).
- 68.8% have no right-to-disconnect or out-of-hours communication policy (n = 266).
- When an employee moves from office-based to remote working, 65.6% protect base pay (n = 122, 'Not applicable' excluded).
- 59.6% review pay decisions for remote roles for consistency and fairness, in some cases or routinely (35.7% + 23.9%), and 40.4% do not (n = 213). 56.9% determine base pay for remote roles on a national, location-agnostic pay rate (n = 225).

Read the paper: https://lumihr.co.uk/research/flexible-hybrid-working-2026

### How many days of annual leave do UK employers give?

- The median annual leave allowance is 24 days, excluding bank holidays. The 25th percentile is 22 days and the 75th percentile is 26 days (n = 260).
- Providing bank holidays in addition to annual leave is the common approach, at 39.7%. Including them within the allowance is an alternative, at 38.8%, and 21.5% use a mix of both (n = 214).
- 49.8% let employees buy annual leave (38.1% + 11.7%) (n = 257). Of those answering the follow-up, 93.1% set the typical maximum purchase at 1–5 days a year (n = 131).
- 76.9% allow unused leave to be carried over (47.4% + 29.5%). Limited carry-over in specific circumstances is the common answer (n = 251).
- 44.1% provide additional annual leave based on length of service (n = 256). Offering unlimited or uncapped leave is rare, at 3.4% for some roles and 1.9% for all employees: 5.3% in total (3.4% + 1.9%) (n = 266).
- For irregular-hours and part-year workers, 53.0% accrue holiday pay and pay it when leave is taken, using 52-week average pay. Rolled-up holiday pay is an alternative, at 36.5% (n = 219).
- 74.0% say they keep annual-leave and holiday-pay records that meet the Working Time Regulations, including accrual records for irregular-hours and part-year workers (n = 265).

Read the paper: https://lumihr.co.uk/research/annual-leave-holiday-2026

### How much paternity and shared parental leave pay do UK employers provide?

- The median organisation provides 2 weeks of enhanced paternity pay above statutory. The 25th percentile is 0 weeks, the 75th percentile is 4 weeks and the range runs from 0 to 26 weeks (n = 266).
- 46.2% provide enhanced shared parental pay above statutory provision. Statutory only is the common answer, at 53.8% (n = 251).
- 37.0% provide paid parental leave beyond statutory unpaid parental leave. Statutory unpaid only is the common answer, at 63.0% (n = 262).
- 60.6% say they have made paternity and unpaid parental leave available from day one of employment. 39.4% say they have not (n = 269).
- For the new bereaved partner's paternity entitlement, 67.0% provide statutory only and 23.5% provide enhanced pay. 9.5% answer "Not yet reviewed" (n = 264).
- Paid grandparental leave is rare: 5.3% provide it and 94.7% do not (n = 266).

Read the paper: https://lumihr.co.uk/research/paternity-shared-parental-leave-2026

### What carer's and bereavement leave do UK employers provide?

- 91.0% of organisations provide carer's leave at the statutory unpaid level only (n = 268). 9.0% pay for some or all of it (4.5% + 4.5%).
- For emergency or compassionate leave, the common answer is partial pay decided case by case, at 69.5% (n = 243). 15.6% say paid leave is provided.
- Paid bereavement leave for the death of a close family member has a median of 3 days, a 25th percentile of 2 days and a 75th percentile of 5 days (n = 268).
- 50.9% have no specific provision for paid pregnancy loss leave (n = 267). 31.5% answered "Discretionary" and 17.6% have a paid policy.
- 64.0% offer no backup or emergency care days (n = 267). 21.7% provide eldercare support services (n = 267).
- 23.3% provide counselling as bereavement support beyond leave (n = 266). 66.5% chose "None".
- 64.8% provide neither paid leave nor formal support for employees experiencing domestic abuse (n = 267). 13.1% provide both.

Read the paper: https://lumihr.co.uk/research/carers-bereavement-leave-2026

### What fertility and menopause support do UK employers provide?

- Dedicated paid fertility-treatment leave, separate from sick and annual leave, is an alternative practice at 21.3%. "No" is the common answer at 76.3% (n = 211, "Not applicable" excluded).
- "None" is the common answer on funded IVF or fertility treatment cycles, at 98.4%. Each answer describing funded treatment is rare; together they account for 1.6% (0.8% + 0.4% + 0.4%) (n = 257, "Not applicable" excluded).
- Specific paid menopause leave is rare at 3.1%. A further 17.7% provide support without specific paid leave, and 79.2% have no specific provision (n = 260).
- 9.0% (3.0% + 6.0%) have already published a voluntary menopause action plan or plan to publish one this year. "No plans" is the common answer at 77.2% (n = 267).
- 23.0% (12.8% + 10.2%) provide women's health support beyond menopause leave, either as a clinical benefit or as policy and awareness only (n = 266).
- Men's health support is an alternative practice, provided by 23.2% (n = 267).
- 29.7% (19.9% + 9.8%) offer gender-affirming healthcare support within benefits, either explicitly or through standard private medical insurance terms (n = 266).

Read the paper: https://lumihr.co.uk/research/fertility-menopause-support-2026

### What percentage of UK employers offer enhanced maternity and adoption pay?

- Enhanced pay (above statutory) is the common answer on maternity and adoption pay, chosen by 43.8% of organisations (n = 256). With the 25.4% that combine enhanced leave and pay, 69.2% enhance pay in some form (43.8% + 25.4%).
- Statutory pay only is an alternative, at 26.6% (n = 256). Enhanced leave only, with statutory pay, is rare at 4.3%.
- The median number of weeks of enhanced maternity and adoption pay is 12. The 25th percentile is 0 weeks, the 75th percentile is 16 weeks, and answers range from 0 to 52 weeks (n = 261).
- For neonatal care leave, statutory only is the common answer, at 67.0% (n = 267). 33.0% enhance neonatal care pay in some form (24.0% + 9.0%).
- 70.4% of organisations do not address surrogacy in their pay and leave policies, the common answer (n = 267). Full parity with adoption is rare, at 11.2%.
- On return-to-work support after extended family leave, neither coaching nor a phased return is the common answer, at 64.4% (n = 264). 35.7% provide a phased return (20.5% phased return only + 15.2% coaching plus phased return).

Read the paper: https://lumihr.co.uk/research/maternity-adoption-pay-2026

### What percentage of UK employers pay more than statutory sick pay?

- Statutory sick pay only is the common answer, chosen by 44.0% of organisations (n = 257). 56.0% provide some enhanced sick pay, combined with SSP or above it (38.5% + 17.5%).
- Enhanced occupational sick pay is provided for a median of 12 weeks. The 25th percentile is 5 weeks, the 75th percentile is 26 weeks, and answers range from 0 to 52 weeks (n = 147).
- 66.9% have a waiting period before occupational sick pay applies (66.2% + 0.7%). A wait of up to 3 days is the common answer, at 66.2%, and 33.1% have no waiting period (n = 136).
- 24.1% say their eligibility rules for occupational sick pay are clearly defined and documented. "Partly" is the common answer, at 64.7% (n = 133).
- 86.8% review extended or repeated occupational sick pay cases before approval (71.6% + 15.2%). Reviewing some cases is the common answer, at 71.6% (n = 250).
- On the April 2026 SSP reform, "Reviewing" is the common answer, at 32.6%. 29.6% have not reviewed occupational sick pay against it, and 37.8% report it is aligned (28.8% + 9.0%) (n = 267).
- 79.7% give employees access to occupational health (40.4% + 23.6% + 15.7%). 15.7% have a service level agreement for referrals to be seen within 2 weeks (n = 267).

Read the paper: https://lumihr.co.uk/research/occupational-sick-pay-2026

## The public figures

- [Expected workplace attendance for remote-eligible roles](https://lumihr.co.uk/metrics/expected-workplace-attendance-for-remote-eligible-roles): 39.9% answered “3 or more days per week” on expected workplace attendance for remote-eligible roles (n = 253)
- [Time off in lieu (TOIL) as an overtime alternative](https://lumihr.co.uk/metrics/time-off-in-lieu-toil-as-an-overtime-alternative): 54% have time off in lieu (TOIL) as an overtime alternative in place (n = 265)
- [Maximum additional leave purchasable per year](https://lumihr.co.uk/metrics/maximum-additional-leave-purchasable-per-year): 100% have maximum additional leave purchasable per year in place (n = 129)
- [Maternity & adoption pay vs statutory](https://lumihr.co.uk/metrics/maternity-adoption-pay-vs-statutory): 43.7% answered “Enhanced pay (above statutory)” on maternity & adoption pay vs statutory (n = 254)
- [Weeks of enhanced maternity and adoption pay](https://lumihr.co.uk/metrics/weeks-of-enhanced-maternity-and-adoption-pay): The median weeks of enhanced maternity and adoption pay is 12 weeks (n = 259)
- [Enhanced shared parental pay](https://lumihr.co.uk/metrics/enhanced-shared-parental-pay): 53.4% answered “No (statutory only)” on enhanced shared parental pay (n = 249)
- [Paid parental leave beyond statutory](https://lumihr.co.uk/metrics/paid-parental-leave-beyond-statutory): 62.7% answered “No (statutory unpaid only)” on paid parental leave beyond statutory (n = 260)
- [Paid emergency or compassionate leave](https://lumihr.co.uk/metrics/paid-emergency-or-compassionate-leave): 70.1% answered “Partially paid (case-by-case)” on paid emergency or compassionate leave (n = 241)
- [Paid study or exam leave](https://lumihr.co.uk/metrics/paid-study-or-exam-leave): 58.3% answered “Unpaid leave only” on paid study or exam leave (n = 254)
- [Paid volunteering leave](https://lumihr.co.uk/metrics/paid-volunteering-leave): 70.3% answered “No specific provision” on paid volunteering leave (n = 246)
- [Sabbatical and career break availability](https://lumihr.co.uk/metrics/sabbatical-and-career-break-availability): 76.1% answered “No specific provision” on sabbatical and career break availability (n = 259)
- [Dedicated paid menopause leave](https://lumihr.co.uk/metrics/dedicated-paid-menopause-leave): 79.1% answered “No specific provision” on dedicated paid menopause leave (n = 258)
- [Annual leave days (excluding bank holidays)](https://lumihr.co.uk/metrics/annual-leave-days-excluding-bank-holidays): The median annual leave days (excluding bank holidays) is 24 days (n = 258)
- [How UK bank holidays are treated](https://lumihr.co.uk/metrics/how-uk-bank-holidays-are-treated): 39.2% answered “Included within the annual leave allowance” on how UK bank holidays are treated (n = 212)
- [Annual leave buy/sell availability](https://lumihr.co.uk/metrics/annual-leave-buy-sell-availability): 48.6% answered “No” on annual leave buy/sell availability (n = 255)
- [Extra annual leave for length of service](https://lumihr.co.uk/metrics/extra-annual-leave-for-length-of-service): 55.9% answered “No” on extra annual leave for length of service (n = 254)
- [Carry-over of unused annual leave](https://lumihr.co.uk/metrics/carry-over-of-unused-annual-leave): 47% answered “Yes - limited carry-over in specific circumstances” on carry-over of unused annual leave (n = 249)
- [Mandatory shutdown leave](https://lumihr.co.uk/metrics/mandatory-shutdown-leave): 82.3% answered “No” on mandatory shutdown leave (n = 260)
- [Bank holiday swap availability](https://lumihr.co.uk/metrics/bank-holiday-swap-availability): 52.8% answered “Yes” on bank holiday swap availability (n = 252)
- [Occupational sick pay vs SSP](https://lumihr.co.uk/metrics/occupational-sick-pay-vs-ssp): 44.3% answered “Statutory sick pay only” on occupational sick pay vs SSP (n = 255)
- [Enhanced occupational sick pay duration](https://lumihr.co.uk/metrics/enhanced-occupational-sick-pay-duration): The median enhanced occupational sick pay duration is 12 weeks (n = 145)
- [Waiting period before occupational sick pay](https://lumihr.co.uk/metrics/waiting-period-before-occupational-sick-pay): 67.2% answered “Yes - up to 3 days” on waiting period before occupational sick pay (n = 134)
- [Documented OSP eligibility rules](https://lumihr.co.uk/metrics/documented-osp-eligibility-rules): 65.6% answered “Partly” on documented OSP eligibility rules (n = 131)
- [Review of extended or repeated OSP cases](https://lumihr.co.uk/metrics/review-of-extended-or-repeated-osp-cases): 72.2% answered “Yes - some cases” on review of extended or repeated OSP cases (n = 248)
- [Bank holiday working premium](https://lumihr.co.uk/metrics/bank-holiday-working-premium): 82% have bank holiday working premium in place (n = 250)
- [Paid bereavement leave (days)](https://lumihr.co.uk/metrics/paid-bereavement-leave-days): The median paid bereavement leave (days) is 3 days (n = 267)
- [Occupational sick pay reviewed against the April 2026 SSP reform](https://lumihr.co.uk/metrics/occupational-sick-pay-reviewed-against-the-april-2026-ssp-reform): 32.5% answered “Reviewing” on occupational sick pay reviewed against the April 2026 SSP reform (n = 265)
- [Employer-funded fertility treatment](https://lumihr.co.uk/metrics/employer-funded-fertility-treatment): 98.4% answered “None” on employer-funded fertility treatment (n = 255)
- [Paid fertility-treatment leave](https://lumihr.co.uk/metrics/paid-fertility-treatment-leave): 77% answered “No” on paid fertility-treatment leave (n = 209)
- [Neonatal care leave above statutory](https://lumihr.co.uk/metrics/neonatal-care-leave-above-statutory): 66.8% answered “Statutory only” on neonatal care leave above statutory (n = 265)
- [Paid pregnancy-loss leave](https://lumihr.co.uk/metrics/paid-pregnancy-loss-leave): 50.9% answered “No specific provision” on paid pregnancy-loss leave (n = 265)
- [Weeks of enhanced paternity pay](https://lumihr.co.uk/metrics/weeks-of-enhanced-paternity-pay): The median weeks of enhanced paternity pay is 2 weeks (n = 264)
- [Day-one paternity and parental leave](https://lumihr.co.uk/metrics/day-one-paternity-and-parental-leave): 60.7% answered “Yes” on day-one paternity and parental leave (n = 267)
- [Holiday-pay record keeping](https://lumihr.co.uk/metrics/holiday-pay-record-keeping): 73.9% answered “Yes” on holiday-pay record keeping (n = 264)
- [Paid carer's leave above statutory](https://lumihr.co.uk/metrics/paid-carer-s-leave-above-statutory): 91.4% answered “Statutory unpaid only” on paid carer's leave above statutory (n = 266)
- [Childcare support](https://lumihr.co.uk/metrics/childcare-support): 29.3% have childcare support in place (n = 263)
- [Four-day week or nine-day fortnight](https://lumihr.co.uk/metrics/four-day-week-or-nine-day-fortnight): 94.4% answered “No” on four-day week or nine-day fortnight (n = 267)
- [Backup or emergency care days](https://lumihr.co.uk/metrics/backup-or-emergency-care-days): 64.2% answered “No” on backup or emergency care days (n = 265)
- [Return-to-work support after family leave](https://lumihr.co.uk/metrics/return-to-work-support-after-family-leave): 64.6% answered “Neither” on return-to-work support after family leave (n = 263)
- [Paid grandparental leave](https://lumihr.co.uk/metrics/paid-grandparental-leave): 94.7% answered “No” on paid grandparental leave (n = 264)
- [Surrogacy parity with adoption](https://lumihr.co.uk/metrics/surrogacy-parity-with-adoption): 70.9% answered “Not addressed” on surrogacy parity with adoption (n = 265)
- [Domestic abuse leave and support](https://lumihr.co.uk/metrics/domestic-abuse-leave-and-support): 64.9% answered “Neither” on domestic abuse leave and support (n = 265)
- [Eldercare navigation support](https://lumihr.co.uk/metrics/eldercare-navigation-support): 78.1% answered “No” on eldercare navigation support (n = 265)
- [Bereaved partner's paternity enhancement](https://lumihr.co.uk/metrics/bereaved-partner-s-paternity-enhancement): 67.6% answered “Statutory only” on bereaved partner's paternity enhancement (n = 262)
- [Flexible working patterns offered as standard](https://lumihr.co.uk/metrics/flexible-working-patterns-offered-as-standard): 68.6% have flexible working patterns offered as standard in place (n = 264)
- [Right-to-disconnect policy](https://lumihr.co.uk/metrics/right-to-disconnect-policy): 68.9% answered “No” on right-to-disconnect policy (n = 264)
- [Additional discretionary days off](https://lumihr.co.uk/metrics/additional-discretionary-days-off): 24.3% have additional discretionary days off in place (n = 263)
- [Annual leave donation between colleagues](https://lumihr.co.uk/metrics/annual-leave-donation-between-colleagues): 95.1% answered “No” on annual leave donation between colleagues (n = 264)
- [Unlimited annual leave](https://lumihr.co.uk/metrics/unlimited-annual-leave): 94.7% answered “No” on unlimited annual leave (n = 264)
- [Remote working abroad (workation) policy](https://lumihr.co.uk/metrics/remote-working-abroad-workation-policy): 47% answered “Case-by-case” on remote working abroad (workation) policy (n = 264)

## Guides and templates

- [How to manage keeping-in-touch (KIT) days](https://lumihr.co.uk/guides/how-to-manage-keeping-in-touch-days)
- [How to calculate holiday pay for irregular hours](https://lumihr.co.uk/guides/how-to-calculate-holiday-pay-irregular-hours)
- [How to calculate statutory sick pay under the 2026 rules](https://lumihr.co.uk/guides/how-to-calculate-statutory-sick-pay)
- [How to handle a statutory flexible working request](https://lumihr.co.uk/guides/how-to-handle-flexible-working-request)
- [How to update your paternity and parental leave policy](https://lumihr.co.uk/guides/how-to-update-paternity-parental-leave-policy)
- [How to write a carer's leave and compassionate leave policy](https://lumihr.co.uk/guides/how-to-write-carers-compassionate-leave-policy)
- [How to write a gender equality and menopause action plan](https://lumihr.co.uk/guides/how-to-write-menopause-action-plan)
- [How to write an enhanced maternity and adoption pay policy](https://lumihr.co.uk/guides/how-to-write-enhanced-maternity-pay-policy)
- [Occupational sick pay after the 2026 SSP reform](https://lumihr.co.uk/guides/occupational-sick-pay-ssp-reform)
- [Occupational sick pay policy template (UK, 2026)](https://lumihr.co.uk/templates/occupational-sick-pay-policy)