Although this new legislation extends the current law in this area, the government is also encouraging employers to consider how they can provide enhanced bereavement and special leave provisions in their own policies. Cooper will succeed Robert Beaumont when he retires at the end of the year after 35 years with the firm. Working Families helpline: 0300 012 0312 or email: Esther Langdon and Danielle Garland from law firm Vedder Price look at this year’s trends and how employers can prepare. (2019a) Paternity. It is related to policies on pay for family leave, and we anticipate that it will embolden employees to be more confident about raising these issues and pressing for more. Dads and partners have a legal right to take unpaid time off work to go along to two antenatal appointments (Working Families 2019b). VW says 'no forced labour' at Xinjiang plant, .css-gw44ni-IconContainer{display:inline-block;height:1em;width:1em;vertical-align:-0.125em;margin-right:0.25em;}playFauci: 'We have got to double down' to fight Covid. Sweden adopted paternity leave policies way back in 1974 and today Swedish dads can enjoy 80 days more paid paternity leave than the legal requirement in the UK (one to two weeks). Features list 2020 Payroll Mums receive up to 52 weeks’ maternity leave, of which the first 6 weeks must be paid at 90% of salary and the remaining 33 weeks at a minimum statutory rate; dads get just 2 weeks’ paternity leave, paid at a minimum statutory rate (see below). But paternity leave only lasts for one or two weeks ( 2019; Working Families 2019a). This follows a recent trend towards pay transparency generally and has been spearheaded by MPs who believe that greater transparency of family policies would ultimately support parents in the labour market. HR Systems Have, or expect to have, responsibility for the child’s upbringing. Gender pay reporting is now becoming embedded and is beginning to drive changes within organisations. Practical and emotional support with feeding your baby and general enquiries for parents, members and volunteers. Employee Relations When you take time off because your partner’s having a baby, adopting a child or having a baby through a surrogacy arrangement you might be eligible for:. HR Business Partner (See our privacy policy for further details.). UK’s most family-friendly workplaces revealed. Available from:… 1st February 2019]. The top companies for maternity and paternity leave in the UK have been revealed. Effective Date: March 2019. Equalised approach to company enhanced maternity, adoption and paternity leave – comes into force on 17 December 2019. Find out how much paternity pay you are entitled to using the Government’s online calculator. As an employee, do you get leave for your pregnant partner's scan appointments? Family-friendly policies can support workers of all generations, Hextall v Chief Constable of Leicestershire Police. 3. You are the spouse/partner (including civil partner or same-sex partner) of the mother or baby’s father. RSS feeds We create our articles with NCT antenatal teachers, postnatal leaders and breastfeeding counsellors, as well as academics and representatives from relevant organisations and charities. Performance & Engagement Concerning parental leave, Mrs May said parenting had changed over the past 40 years "but too often, it is still mothers, not fathers, who shoulder the burden of childcare". To be eligible for Statutory Paternity Leave you must be an employee and: Agency workers, zero hours contract workers, casuals, freelancers and contractors don’t qualify for paternity leave ( 2019; Working Families 2019a). You are entitled to either one or two consecutive weeks’ Paternity Leave that must be taken within 56 days of the birth of the child. Family leave entitlements had been static for a while, with the ideas of maternity, paternity and adoption leave pretty embedded. Every year around 100,000 babies go into neonatal care after their birth. The latest data insight on commercial real estate investment opportunities across Europe. HR Director Wellbeing Last year also saw the government announce that it will consult on the possibility of requiring large employers to publicise their parental leave and pay policies. Subject. Earn at least £116 a week during an eight-week calculation period (eight weeks before the 15th week before your baby is due). Up to 16 weeks’ full pay for second parents after 26 weeks service – the first 2 weeks of leave to be taken at birth/placement for adoption, followed by the remaining 14 weeks to be taken in one block by the child’s first birthday/first anniversary of adoption. However, the court has not seen family life as existing where a child was born to a lesbian couple through artificial insemination. Other innovative approaches could include leave for grandparents, despite this not being progressed in legislation. There is a need to clarify when natural and adoptive parents are eligible for and can start parental leave. Your paternity leave cannot start before this. They can also be a way for them to demonstrate a practical and meaningful commitment to equal opportunities, diversity and inclusiveness. You could also offer to make up the time later or work from home part of the day, if logistics are tricky. These issues are clearly not dead in the water, and we can expect more cases testing and clarifying entitlements under SPL during 2019, and arguing that it is indirect discrimination to enhance maternity pay but not shared parental pay. Employment Law If that does happen, you can make a claim at an employment tribunal within three months (Acas 2019). Brexit Trade Negotiations and What They Mean for Businesses, Cushman & Wakefield uses cookies to analyze traffic and offer our customers the best experience on this website. The consultation will also seek views on how parental leave can be changed to "better reflect our modern society". Agency workers, zero hours contract workers, casuals and freelancers and contractors who are paid through PAYE and have tax and National Insurance deducted at source are entitled to SPP if they meet the qualifying conditions above ( 2019; Working Families 2019a). Employers should think about how they want to handle situations which do not fall squarely within the confines of the legal framework, and whether they want to go above and beyond the strict legal interpretation of some statutory rights. Under government plans, new parents in Britain would get one week of state-funded leave and pay for every week their baby is in hospital. All of our articles have been thoroughly researched and are based on the latest evidence from reputable and robust sources. In Hextall, a man brought a claim alleging indirect sex discrimination, as he received a lower rate of pay on SPL than a female police constable on maternity leave would have been entitled to. The UK’s parenting leave system is based on a maternity/paternity leave model. “Shared parental leave is a very well-meaning policy, but it has not yet made any significant inroads into the issue of men being unable to take paternity leave. You are taking time off to go to an antenatal appointment. ACAS advice on employment rights 0300 123 1100, Equality and Human Rights Commission Toolkit for Employers, Equality Advisory Support Service advice on discrimination and human rights 0808 800 0082. 1. There was a very low take up initially (cited by a recent government report at as little as 2%). People Analytics The trend of some employers already voluntarily publicising family leave pay details looks set to continue and may gather momentum as employers are required to collate and analyse pay issues more widely. © 2011 - 2020 DVV Media International Limited. Available from: [Accessed 1st February 2019], Working Families. Cookies policy 2019 looks set to continue these conversations and developments around working families. Privacy policy Having in place generous family policies, which go above and beyond the legal requirements, can be a very powerful tool. Family leave entitlements had been static for a while, with the ideas of maternity, paternity and adoption leave pretty embedded. You now also have the right to take Shared Parental Leave with your partner, if you want more time with your baby - and if you and your partner meet the qualifying conditions ( 2019; Working Families 2019a). You can’t take odd days or two separate weeks ( 2019; Working Families 2019a). The first few cases looking at SPL proved these predictions right. "It is clear that we need to do more and that's why today we have launched a consultation calling for views on how we can improve the current system.". Given this, employers may wish to spend some time formalising and/or reviewing and updating their bereavement and special leave policies in 2019 so that they stay ahead of these legal developments and can support employees as much as possible during these difficult periods. Email Newsletters There is no “traditional” when it comes to families. So make sure you don’t miss out and check your HR policy on this (Acas 2019). Women and Equalities Minister Penny Mordaunt said: "Fathers should not have to rely on annual and unpaid leave if they want to be involved in the first months of their child's life.". Training Amy Cooper Appointed Head of London Project Management, Flexible Workspace Sector to Play Key Role in Recovery, NatWest Puts Former Edinburgh Office on the Market, Cushman & Wakefield Reports Strong Revenue Growth for Fourth Quarter and Full Year 2019, Cushman & Wakefield Study Shows How Demographic Shifts Will Impact The Global Workplace by 2030. You are entitled to Statutory Paternity Pay (SPP) if you: SPP is paid at the same flat rate as Statutory Maternity Pay (£145.18 or 90% of your average earnings if lower). OH&W subscription terms. information Details on paternity rights in the workplace can be found on Directgov. 1 or 2 weeks’ paid Paternity Leave Cookie Notice. This will soon see listed UK companies required to publish their “pay ratios” (the difference between chief executive and staff pay). 2. The EAT said that statutory maternity leave (SML) and SPL were different types of leave with different purposes, namely that SML is focused on the health and safety of the new mother whereas SPL is to provide care to the child.The EAT concluded that there was no direct discrimination in the employer’s policy. OH&W subscriptions "Parents have more than enough on their plates without worrying about their parental leave running out and having to return to work before their precious newborn comes home," she said. We outline the difference between the offers, along with market leading research on coworking trends across the world. Executive pay reporting is also in the pipeline.