New Family Friendly Laws

 

Three new Acts giving employees additional family-friendly employment law rights, became law on 24 May 2023. 

Here is a short summary and always contact us for advice on specific cases for help. The exact date when these Acts come into force have not been confirmed. 

 

 

 

This is a new day-one right for eligible employed parents whose new-born baby is admitted to neonatal care to take up to 12 weeks of leave. 

 

This is in addition to other relevant leave entitlements, such as maternity and paternity leave. 

 

The employee must have at least 26 weeks’ continuous services to be eligible for statutory pay. 

 

This is expected to take effect in April 2025. 

 

 

The Carer's Leave Act 2023 is designed to help people who find themselves in a situation wheere they have become a carer to balance work and care during what can be a very difficult period. 

 

This will allow employees who care for a spouse, civil partner, child, parent or other dependent (who needs at least 3 months of care due to an illness, injury, disability or old age) time off to attend to their caring responsibilities. This will be a day-one right for employees to take one week’s unpaid leave each year to provide or arrange care for a dependant with a long-term care need. 

 

The leave could be taken flexibly in a block of five days or in individual or half-days to suit the carer’s caring responsibilities.  

 

Employees will be required to self-certify their eligibility for carer’s leave.  

 

Subject to specified notice periods, the leave can be taken in increments of a day or half a day over a 12-month period. 

 

“Long-term care need” is expected to cover: 

 

 

Employees would also have protection from dismissal or detriment as a result of having taken time off. 

 

It is likely this will take effect before April 2024. 

 

 

Under the Protection from Redundancy (Pregnancy and Family Leave) Bill, expectant employees will receive greater protection from redundancy during pregnancy, and new parents will have extended protection when they return from maternity, adoption and shared parental leave. 

 

Be aware that if you are planning to dismiss an employee who is on maternity, adoption, or shared parental leave, you will be obliged to offer them any suitable alternative vacancy in priority to other employees who are provisionally selected for redundancy. 

 

The Act will extend the redundancy protection period to cover any period of pregnancy and a period of time (expected to be six months) immediately following their return to work from family leave. 

 

The Act will come into force at the end of the period of two months from 24 May. 

 

We will update this blog when the actual dates are confirmed.