Insights
There are three big changes in employment law on the horizon which employers need to be aware of.
The acts making these changes are the Carer’s Leave Act, Neonatal Care (Leave and Pay) Act, and Protection from Redundancy (Pregnancy and Family Leave) Act which are expected to take effect in 2024.
We have summarised each briefly below:
The Carer’s Leave Act
This piece of legislation will introduce a new and flexible entitlement of one week’s unpaid leave per year for employees who have a dependant with a long-term care need.
Some key takeaways about this act:
- It applies from the first day of employment and there is no requirement to provide evidence other than self-certification.
- The leave being offered can be used for any type of care
- There is no restriction on how the leave is used, but usual qualifying criteria for “dependants” will apply.
The Neonatal Care (Leave and Pay) Act
This piece of legislation will allow parents of babies who are admitted into hospital aged 28 days or less the right to leave and pay if the baby is in hospital for a continuous period of 7 days or more.
Some key takeaways about this act:
- The maximum amount of leave available is 12 weeks, to be taken in one block at the end of maternity/paternity leave.
- The leave will be available from day one of employment.
- Statutory neonatal pay will be subject to 26 weeks’ service and earning above the lower earnings limit (currently £123 per week).
The Protection from Redundancy (Pregnancy and Family Leave) Act
This piece of legislation extends the current protection afforded to employees on maternity leave during redundancy.
Some key takeaways about this act:
- Employers currently need to offer those who are on maternity leave a suitable alternative vacancy where one exists.
- This act now includes those on adoption/shared parental leave when this law comes into effect.
- The protection will apply from the point the employee informs the employer that she is pregnant, whether verbally or in writing, and will end 18 months after the birth.
Regulations for each of these laws will be published before they come into effect. Although that’s not expected to be until next year, it’s crucial for businesses to prepare now. These are some significant changes, so employers should take time to understand them, ensure that the information is communicated to employees to make them aware of their upcoming new rights, and put processes in place to ensure compliance once the laws take effect.
Employers need to be aware that employees who are eligible for such rights can raise claims to an employment tribunal where their employer fails to provide them with the rights set out in these new laws. Similarly, if an employee is placed at a disadvantage or dismissed because of them taking leave granted by the new laws, they can also look to make an employment tribunal claim.
Here at Alcumus SafeWorkforce we pride ourselves on providing the best information to assist you in complying with the rules and regulations and staying up to date with employment law set within your industry. Keep up to date with all the latest information by following us on LinkedIn here.
At SafeWorkforce we’re able to offer you an outsourcing service for your Human Resource needs so that you get:
- Specialist guidance from our experts.
- Supporting you in becoming legal and compliant.
- Reducing the risks, costs, time and effort it takes to implement a robust health and safety management system.
- A tailored approach that suits your business.
To speak to a member of the team, get in touch on 01484 439 930 opt.4 or make an enquiry.
