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This site is a beta, which means it's a work in progress and we'll be adding more to it over the next few weeks. Your feedback helps us make things better, so please let us know what you think.
This site has been developed to make it easier for you to access helpful information and guidance throughout your parenting journey.
I recognise that no two experiences will be exactly the same, and as the lead for Derbyshire Constabulary I’m committed to ensuring we continue to build enabling and flexible environments that enhance productivity, creativity and wellbeing that work for everyone.
I hope you find the information provided useful, and that you help us to keep it relevant by generating questions so that we can update the content and develop the FAQ section.
Superintendent Becky Webster
Whilst on Parenting Leave we would like to keep you up to date. Your line manager may make reasonable contact with you or you can contact them yourself. Before your leave started, you should have agreed with your line manager how you would like to be kept informed of any news, opportunities, and updates.
If you’d like to keep up to date with the Force’s vacancies, you can view the Internal Vacancies portal or the external vacancies can be accessed on the Derbyshire Constabulary Careers page.
Individuals find KIT/SPLIT days a great way to meet up with their line managers to start talking about returning to work, attend meetings, refresh on training or to get back into the swing of things.
Did you know that you’re entitled to up to 10 full KIT days for Maternity and Adoption and 20 Split days when on Shared Parental Leave?
You will be paid for the hours that you work on a KIT/SPLIT day which may be particularly handy when you fall into a period of no pay. But do note that they are provided as days not in hours. So regardless of how many hours you work on one day, be that 1 or 24 hours, you will have used one of your KIT/SPLIT days.
To arrange a KIT/SPLIT day, please make contact with your line manager. Once complete will need you to fill out a KIT form. Once authorised by your line manager, this form needs to be sent to [email protected] for them to arrange your payment.
3 Months before return |
2 months before return |
1 month before return |
Welcome back! |
It is never too early to start to consider if you wish to make a flexible working application. The more time we have to put your new plan into place ready for your return the better. Have the conversation with your line manager as soon as you can. Don’t forget you are entitled to work 10 paid KIT/20 paid SPLIT days. You should discuss with your line manager and plan when you wish to use these. Consider if you want to add any annual leave onto the end of your family leave. Contact your line manager to discuss leave and let us know via your maternity return plan. |
Remember that any flexible Working applications should be made no less than 8 weeks before your return. We should have received your plans for returning to work by now and we will be working in the background to get these arrangements in place for your return. Discuss with your manager about any refresher training courses you will be able to carry out, using your KIT days. |
This is the last chance to change your return to work date. We ideally need more than 28 days to make any changes to your arrangements. Keep in contact with your line manager to make arrangements for your first day back. Make the most of your KIT/SPLIT Days. |
Your line manager will welcome you back with an initial discussion on your return to understand your needs, concerns and answer any questions you have. |
Not everyone finds that they are able to return to work on the same working hours or shift pattern after welcoming a child into their lives. You may therefore want to apply for flexible working.
Step 1: Discuss possible work patterns with your line manager. Your requested pattern will need to work for you as well as fit with the team. Please be mindful that the consideration of your pattern will be individual to you and your team and therefore a pattern on another division or department may not be suitable, but is a good place to start.
Step 2: If you would like to start planning your return to work shift pattern you can use the spreadsheet templates below (there is video guidance available on how to fill these out).
Shift pattern calculator - 10 weeks.xlsx
Shift pattern calculator - 20 weeks.xlsx
Step 3: The completed form can then be used in your formal request for flexible working. You’ll need to complete your Flexible working application form and send it to your line manager for their authorisation. Once they have added their authorisation to the form, they will then send it to the HRSC for processing so that this can be recorded on your record, duties updated and Payroll notified.
For further advice and guidance on flexible working, please visit our Connect pages and search for 'Understanding and applying for flexible working'.
Supporting individuals during an absence from work, and during their return to work from family leave, is included in force policy and procedure guidance. These include prompts that can be a useful reference when speaking with your manager while you are away from work and when preparing for your return.
G-F-007 - Return to Work Checklist.docx
Further support can be accessed through the Employee Assistance Programme (EAP) via Connect. Please search for 'Counselling advice from Health Assured'.
The HR Service Centre and the Parenting SPOCs are working together to ensure that the right information will be available to those that need it, at the right time, so that they are able to make informed choices around their family commitments. Improvements to the Parenting leave policy and procedure have been made to develop information associated with having a family and better reflect the commitment of Derbyshire Constabulary to supporting police officers and staff combining parenthood with a career.
For an up-to-date copy of the policy contact [email protected]
With effect from October 2018, changes to government rules meant existing childcare voucher programmes offered by employers are closed to new applicants. If you are already registered to receive childcare vouchers you should have received communications direct about registration and related information.
If you are registered to receive childcare vouchers you can start to purchase childcare support from the day your baby is born, and from the date you become the legal guardian of a child if you are adopting which enables you to accumulate a pot ready for when you wish to use it.
Should you have any questions in relation to childcare deductions please email [email protected]
Calculating your pay when working a flexible pattern
Changing from a full time to a flexible working pattern will automatically influence your pay. Before you submit a new pattern, you may have decided how many hours you wish to work or may want to calculate your pay to assist you with working out how many hours you want to work financially.
A simple calculation will help you work out your annual salary. The calculation below is an example based on a yearly salary of £36,000 and a normal working week of 40 hours reduced to 24 hours.
£36,000 ÷ 40 hours = £900
£900 x 24 hours = £21,600
We have a pay calculators available to help you:
Once you have found your yearly salary you can then divide this by 12 to give you a monthly salary. This calculation will provide you with your calculated salary BEFORE Tax, NI, Pension, and any other reductions you may have arranged. Please be mindful that your Tax Code, National Insurance and Pension Contribution percentage will differ from other individuals.
Using the excel document above will give you an approximate net pay figure, should you have any specific questions in relation to your pay it is best to contact [email protected]
When you chose to reduce your salary, your pension contributions will also be reduced which will influence your final pension. You will be contacted about this upon your return as both the officer and staff pension schemes provide for contributions related to parenting leave to be to be made up.
For staff on an ongoing basis making Additional Voluntary Contributions (AVCs) is an option for those who wish to make extra payments to increase or make up their future benefits. The Local Government Pension Scheme website may answer some of the questions you have.
The effect on your pension will be individual to you and so it is advisable to either contact Payroll or the pension provider directly to discuss any questions you may have. Contact information for both can be found below.
Key contacts:
Please note: after 39 weeks of Maternity Leave, when pay ceases, please make alternative arrangements for any reoccurring monthly subscriptions. for example, Federation insurance, Police Mutual regular saving. Please contact [email protected] in order to do this.
We have established Parenting SPOCs as a support network for people currently off or about to go onto different types of parenting leave, as well as on their return and throughout their parenting journey.
The idea behind Parenting SPOCs was developed by colleagues in Derbyshire who recognised the benefit of an empathetic and understanding person who they could approach to ask questions or to be signposted to right place for different things. Line managers will still be the point of contact for guidance on policy and procedure.
Parenting SPOCs are there to assist you, therefore if there is a specific question you have, please do not hesitate to contact them.
For a list of SPOCs or if you would like to consider joining the SPOCs as a volunteer on your return, please email [email protected]
Some new parents returning to work may have plans to continue breastfeeding aided by expressing milk and the Force has several practices in place to support this.
When nursing parents return to the workplace there are certain legal protections that are in place. The Workplace (Health, Safety and Welfare) Regulations 1992 make provision for there to be suitable facilities for pregnant or breastfeeding employees, which may include the facility to lie down.
Returning parents should not be introduced back into the workplace without an initial discussion regarding their return, in a similar way to any employee who has been on long-term sickness absence, to understand their needs, concerns and answer any questions they have.
Raising the topic of breastfeeding or expressing milk can be a sensitive topic for both the individual and the line manager, support is available from [email protected] and Breast Feeding SPOCS [email protected], for help in discussing how to carry out sensitive conversations such as this. Speaking to the employee about whether they have breastfeeding or expressing plans will ensure the line manager is aware that this is taking place, and at this stage, the provisions or facilities provided by the employer can also be confirmed.
The need to provide breastfeeding employees with resting facilities clearly shows that toilets, desk spaces or cars are inadequate and inappropriate places to provide. A list of rooms available for nursing mothers within the organisation to use can be found on Connect
A further consideration will be the provision of storage facilities for expressed milk. While most offices will have a communal fridge, it may be the case that the individual does not feel comfortable using this so openly. Possible options include requesting a small lockable fridge which can offers a hygienic storage solution. Please email [email protected] for more information or to request a fridge.
Within the force we have a small breastfeeding support group which aims to assist individuals and advice for nursing parents, helping to ensure individuals can successfully manage returning to work and are given the relevant support from line managers, along with suitable facilities available at a reasonable distance from their place of work for the duration of their breastfeeding journey.
Derbyshire Constabulary aims to be a breastfeeding-friendly workplace by empowering individuals to breastfeed for as long as they choose
Please contact [email protected] for support
Following on from our successful bid with the PCC wellbeing fund, we are now offering modern mum physiotherapy sessions to all new mums.
Since this started, we have received positive feedback about the sessions and the support that was offered to our officers and staff.
To book a session please contact a family leave SPOC so we can ensure you have the correct details to book directly with our provider.
A Mummy MOT is a specialist postnatal examination for women following both vaginal and C-section deliveries. It will assess how your posture, pelvic floor muscles and stomach muscles are recovering after childbirth. Your Mummy MOT physiotherapist will provide you with gentle exercises and treatment to help with your recovery – and get you back on track with your fitness goals.
All practitioners are fully trained and licensed to carry out a Mummy MOT® and help police officers and police staff safely return back to duty. Mums need to bend, squat and lift so we provide clinical postnatal care and functional exercises for our clients following birth (no matter how long ago).
A One-Hour Assessment
Including:
Follow Up
This section is designed to give you some general points and information which you may not be aware of throughout your parenting journey.
For full information about the policy and procedure which covers these points and more please refer to the Parenting Leave policy.
Yes – You will need to firstly discuss this with your line manager and inform the HRSC with at least 28 days’ notice to be able to bring forward your return to work date.
You have a few options that may be available to you:
• If you have taken less than your entitled Parenting Leave you are able to change your return date providing you give the appropriate length of notice (28 days).
• Add annual leave and/or accrued public (bank) holidays to the end of parenting leave. This needs to be approved by your line manager in the usual way.
• Unpaid parental leave for up to 18 weeks per child can be taken up to and including their 18th Birthday. The leave may be taken in blocks of one week or more, up to a maximum of four weeks in a year for each child (this allowance cannot be transferred between parents). The leave is pro-rata for staff working on a part time/job share basis. Parents of disabled children (defined as children for whom disability living allowance has been awarded) UPL may be taken in individual days, up to a maximum of 20 days in any 12-month period. This is to cater for any specialist needs for the child. During the period of unpaid leave all allowances normally paid will cease.
A year is a twelve month period, which starts when the individual commences the first period of parental leave.
You can take the entitlement to the full 18 weeks UPL immediately after a period of maternity/adoption leave, provided this is requested prior. Exceptional circumstances will be considered if notice cannot be given prior to commencing maternity leave. UPL requested immediately following maternity/adoption leave cannot be postponed by the force.
For more information about career breaks or unpaid parental leave please contact HR Services for a copy of the policy and procedure [email protected]
If you are in receipt of Occupational Pay you are required to return to work for one month after maternity/adoption/shared parental leave or the occupational pay (i.e. in excess of the statutory pay) needs to be repaid. This month can be made up either partly or entirely of annual leave, etc.
Your line manager will be able to make any arrangements for training for you.
There is no qualifying time for Occupational maternity pay for a second pregnancy which immediately follows pregnancy number one, other than the initial length of service that the employee must have had for pregnancy number one (63 weeks of continuous service at the due date).
To qualify for the SMP Element, (this takes the employee to week 39) payroll use the salary earned in the 15 weeks before the due date and includes the salaries of the two months prior to that (i.e. from weeks 17- 25) i.e. if the due date is 2nd September the qualifying week is 20th May and the payslips used to calculate will be March and April. If the individual was is still on SMP or unpaid during this time, they may not qualify for SMP.
When you return from any Family leave you will have accrued annual leave and bank holidays, unless you have used these to prolong your physical return to Force, at the end of the leave year you will need to complete an annual leave carry over form to ensure any remaining leave is carried forward…please contact [email protected] from Duty Management
Shared - HR Services
Payroll
Finance
HR Operations
Duty Management – Flexible Working and Annual Leave
Police Federation
Unison
We’d like to hear from you about any feedback you have from your experience before, during or after your Parenting leave to help when considering future improvements.
If you have any feedback please contact [email protected]
The police promotion process includes a development phase ahead of a promotion board. The expectation is that individuals use a portfolio to evidence their readiness for promotion to support the decision to apply.
Officers on parental leave are still able to apply for a board, however will still need to be able to provide evidence and submit their portfolio at the appropriate time.
Individuals who anticipate wanting to apply for a promotion board whilst on parental leave should familiarise themselves with the relevant promotion process prior to commencing their leave. They should also make their line managers aware of their intentions so that they can be kept informed of any changes to dates or processes whilst they are off.
The ' NPPF Step Two legal examination is scheduled to be held as below.
We will support any candidates who are observing Ramadan during these dates who may need an accommodation for the exam, please contact us for further details.
We are aware that 5th November is bonfire night and may be a busier date for some candidates and forces. As such, we will not be assigning forces or candidates to a specific date for this exam to allow for flexibility around operational demands over the exam period.
To register your interest only at this stage please email the Shared HR Service Centre at [email protected].
A Confirmation of Eligibility Form and 2023 Syllabus document will be issued to you via email and by registering your interest now, a link to the online portal will automatically be sent to you as soon as this becomes available.