​At Bupa, we understand things change in life and at work and we want to make sure you’re ready for anything. We have a host of information available to help you understand what you need to do and how we can support you through any change.

​First of all, may we say a huge “congratulations”! We’re sure you have a lot to think about--as well as celebrating--and here at Bupa, we want to make it easy for you to access all the information you’ll need. Whether you or your partner are pregnant, adopting, or having a child through surrogacy, our policies are designed to guide you on your journey towards becoming a parent.

​At Bupa, we understand that your needs may change as your journey to parenthood progresses. Your manager will have regular check-ins with you to review your progress and discuss any adjustments or support you may need. They will support you with reasonable time off to attend appointments, eg ante natal or adoption meetings, and further details of how you should arrange this can be found in our policies below.

​We look forward to welcoming you back to work on your agreed return date, unless you tell us otherwise. It will help your manager if, during your leave, you are able to confirm that you will be returning to work as expected. 

If you wish to return to work from maternity, adoption or shared parental leave earlier than the expected return date, you must give your manager at least eight weeks' notice. It is helpful if you give this notice in writing. If you do not give enough notice, we may postpone your return date until eight weeks after you gave notice, or to the expected return date if sooner.

If you wish to return from maternity or adoption leave later than the expected return date, you should either:

• request unpaid parental leave in accordance with our parental leave policy, giving us as much notice as possible but not less than 21 days; or 
• request paid annual leave in accordance with your contract of employment. 

Please refer to our maternity, adoption and shared parental leave policies for further information.

When you return to work, your manager will carry out a risk assessment to identify and carry out any necessary changes, in order to protect your health and wellbeing at work. They will also discuss and support you with any practical needs you may have. For example, if you’re a breastfeeding mum, they will make arrangements for you to be able to express and store your milk. If you haven’t already done so, you may also wish to discuss your working hours with your manager; if you wish to apply to change these, you can do so through our flexible working policy. We will give full and fair consideration to your request. If we are unable to approve this, we will provide full and clear reasons and look for alternative options to support you.

Whilst we hope to welcome you back, if you do not intend to return, or you are unsure, it is helpful to discuss this with your manager as early as possible. If you decide you do not wish to return at the end of your maternity leave, you should give your written notice as per your contract and before the end of your maternity period. If a resignation date is not specified, your resignation will be effective from the end of your paid leave period.