Part 2: Neonatal Care Pay Section 171ZZ17 Entitlement: Supplementary
Section 171ZZ17 specifies that, in order to receive payments, an employee must give notice to their employer of the week or weeks they are intending to take leave. This must be in writing if the employer requires it.
	Regulations may provide for when that notice must be given and can disapply or modify the requirement for notice in specified circumstances. They can also set out requirements for evidence relating to proof of entitlement.
	Regulations can set out special provision for circumstances where a person meets the criteria set out in paragraph 37 and paragraph 38 above in respect of more than one child (with whom an employee has a parental or other personal relationship) or when a child receives neonatal care on two or more separate occasions. Regulations may also make special provision on the extent and how the entitlement to pay is applied in such circumstances.
	Regulations may specify that someone employed by the same employer for at least 26 weeks, but under different contracts of service which were not continuous, will nevertheless meet the test for continuous employment. They can also prescribe circumstances for other employees in which employment is to be treated as continuous.
	The Regulations can specify how earnings are to be calculated or estimated for the purposes of deciding whether an employee meets the earnings threshold. This includes being able to identify particular types of payments which are to be excluded from the calculation. The Regulations may also provide for amounts earned from the same employer under two separate contracts to be aggregated for this purpose.