The Maternity and Adoption Leave (Curtailment of Statutory Rights to Leave) Regulations 2014
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5 Entitlement to curtail statutory maternity leave
(1) M may bring forward the date on which her ordinary maternity leave period or additional maternity leave period ends by giving her employer a leave curtailment notice and either— (a) a notice of entitlement; or (b) a declaration of consent and entitlement. (2) M must give her employer her leave curtailment notice at the same time as she gives her employer either a notice of entitlement or a declaration of consent and entitlement. (3) If M has an entitlement to statutory maternity leave with more than one employer in relation to C, she must curtail her ordinary maternity leave period or additional maternity leave period in accordance with paragraphs (1) and (2) with each of those employers at the same time. (4) M’s obligation in paragraph (3) does not apply in relation to any employer with which she has returned to work on or before the date on which she gives notices in accordance with paragraphs (1) and (2).
5 Entitlement to curtail statutory maternity leave
(1) M may bring forward the date on which her ordinary maternity leave period or additional maternity leave period ends by giving her employer a leave curtailment notice and either— (a) a notice of entitlement; or (b) a declaration of consent and entitlement. (2) M must give her employer her leave curtailment notice at the same time as she gives her employer either a notice of entitlement or a declaration of consent and entitlement. (3) If M has an entitlement to statutory maternity leave with more than one employer in relation to C, she must curtail her ordinary maternity leave period or additional maternity leave period in accordance with paragraphs (1) and (2) with each of those employers at the same time. (4) M’s obligation in paragraph (3) does not apply in relation to any employer with which she has returned to work on or before the date on which she gives notices in accordance with paragraphs (1) and (2).
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