Redundancy and pregnancy

SplanK

Hi all,
I think I may already know the answer to this but thought I would check it out.


My wife has been given notice of TUPE, but with a view to being made redundant by the company she works for rather than transfer to the new company the service is being outsourced to. She has signed a VRA to this effect and an agreed termination date within the next few months.


However, there maybe a strong chance that a job internally is to become available, which is still subject to TUPE/redundancy but allows her to continue to work for an extra number of months beyond the original VRA termination date.


Now, normally, as long as a pregnancy is 25w (15w before due date) before or ON her last day of being made redundant then she would be entitled to SMP from the company.


If I am reading things correctly, then in my wife's situation, if she was to become pregnant now, her original VRA termination date would fall short of this and we accept that, however with the possibility of her having an internal job change and her leaving date being extended (the VRA would be amended to show this extended date), this would push her into the qualifying week whilst still being employed, then she would still be entitled to at least SMP?

xoAmyox

SplanK wrote: »

Hi all,
I think I may already know the answer to this but thought I would check it out.


My wife has been given notice of TUPE, but with a view to being made redundant by the company she works for rather than transfer to the new company the service is being outsourced to. She has signed a VRA to this effect and an agreed termination date within the next few months.


However, there maybe a strong chance that a job internally is to become available, which is still subject to TUPE/redundancy but allows her to continue to work for an extra number of months beyond the original VRA termination date.


Now, normally, as long as a pregnancy is 25w (15w before due date) before or ON her last day of being made redundant then she would be entitled to SMP from the company.


If I am reading things correctly, then in my wife's situation, if she was to become pregnant now, her original VRA termination date would fall short of this and we accept that, however with the possibility of her having an internal job change and her leaving date being extended (the VRA would be amended to show this extended date), this would push her into the qualifying week whilst still being employed, then she would still be entitled to at least SMP?

To be honest, it really won't make a difference.

She will either receive SMP from the employer, or Maternity Allowance at the same rate.

See here: https://www.gov.uk/maternity-allowance/eligibility