On Returning

Product Information

If the goods were put to their specific use prior to export, they can be re-imported using this relief subject to the usual conditions. You are entitled to your normal contractual terms and conditions, apart from ‘remuneration’ (your wages/salary), during ordinary and additional maternity leave. This means you are entitled to continue to accrue your normal benefits such as paid holiday as if you were at work. See below for more on holidays. This information sheet was written in January 2023. It is very important to get up-to-date advice as law and guidance changes. For information on maternity and parental rights at work and benefits, see: www.maternityaction.org.uk Goods transported from the UK which were in the EU on 31 December 2020, will be eligible for relief even if the normal 3-year time limit for re-importation has expired.

You can only use a Duplicate List with certain ‘accompanied goods’ (goods you carry through customs in your own baggage ). These are: You can get a relief if you’re re-importing goods into the UK that have previously been exported or transported from the UK. This is known as Returned Goods Relief. exhibition goods have been on long-term display or loan outside the UK or have been stored outside the UK

You should continue talking to your employer for as long as possible to try to resolve things. Try to keep it friendly and constructive, focusing on solutions and trying to find a way forward, rather than going over what has gone wrong. You may need to take action to ensure you are able to pay UK tax, for instance by registering for Self-Assessment. UK residents pay tax on UK income and gains and must also pay tax on any foreign income and gains. Access to benefits

b) if she does not have that right, at the end of the period of 2 weeks beginning with the end of the pregnancy. After the protected period for pregnancy/maternity discrimination, you may be able to claim sex discrimination if you can show that you were treated less favourably on the grounds of your sex or treated less favourably than a man would have been treated in similar circumstances. This extended time limit does not apply to goods re-imported into Northern Ireland. Before you claimProviding knowledge, clarity and guidance, including giving advice and guidance if an absent/returning employee needs it. This may include discussing the phased return-to-work process and adjustments that can be made to the employee's work and then following through on any action you agree to take. This behavioural area also includes providing clarity about your own and the returning employee’s roles and your expectations of them on their return (refer to the section on How do I support a returning employee?). You may be able to claim Universal Credit (if you are not receiving Child or Working Tax Credit) if you are on a low income, you have had a new baby or during maternity or parental leave. SMP is treated as earnings and is partially disregarded under Universal Credit rules but all of Maternity Allowance is treated as unearned income and is deducted from a Universal Credit award. For more information on Universal Credit, see: www.gov.uk/universal-credit You can also get advice from the Citizens Advice free Universal Credit Help to Claim service: England: 0800 144 8444, Wales: 0800 024 1220, Scotland: 0800 023 2581. goods owned by Crown Servants returning to the UK after their postings overseas (the time limit for Crown Servants is currently 6 years) – Crown Servants include:

Requests for a waiver of the requirement to return goods no later than 3 years after the date of their export should be sent to the National Import Reliefs Unit together with: You are entitled to all your contractual terms and conditions during maternity leave, apart from your pay. failing to consult you about a reorganisation, changes to your job or redundancy during maternity leave, not have been exported to be repaired or processed, if they were but the repair or process was not carried out, relief may still be available All the manager behaviours identified by the CIPD research mentioned above will help you manage return to work and prevent and reduce stress for returning team members. The behavioural areas that are particularly important in this context are:

re·turn

You can apply for a needs assessment from social services if you need access to services such as help in your home or residential care in England or Wales. This guide is for information purposes only and should not be treated as legal advice. You are strongly advised to get personal legal advice about the individual circumstances of your case. original export declaration with you as the exporter – if you cannot provide this HMRC will consider alternative evidence of export A person (A) discriminates against a woman if, in the protected period in relation to a pregnancy of hers, A treats her unfavourably — All workers are entitled to a minimum of 28 days’ statutory paid holiday per year (pro rata if you work part-time). If your employer provides the legal minimum of 28 days’ paid holiday, including Bank Holidays, your employer must allow you to take at least 28 days’ paid holiday at another time i.e. before or after your maternity leave. This is because in the European Court of Justice case of María Paz Merino Gomez v Continental Industrias del Caucho SA, Case C-342/01 the court said that a woman must be allowed to take the minimum period of paid holiday provided by national law if her maternity leave overlaps a fixed holiday such as a Christmas or summer shutdown. Annual leave and maternity leave are separate legal rights and you are entitled to both.

Since 1 January 2021, all UK nationals’ family members who live outside the EU and are moving to the UK are able to do so following a successful application for a family visa. Bringing pets to the UK

Your employer may be cutting work for other reasons, for example, a genuine downturn in the work available, so it is a good idea to speak to your employer informally at first to try to resolve it. It is very important to discuss your plans for maternity leave and annual leave with your employer and give your employer as much notice as possible. If you have accrued a lot of paid holiday by the end of your maternity leave you will need to arrange with your employer when you can take it. You could give notice to end your maternity leave early, if you wish, and take your paid holiday immediately afterwards. You must give at least 8 weeks’ notice to end your maternity leave early and you must agree your annual leave with your employer in the usual way. Note: if you do not want to take the full 52 weeks of maternity leave or you want to return to work early to benefit from some paid school holiday, you must give at least 8 weeks’ notice to return to work early. Your contract may allow you to give shorter notice.