A number of Employment Law changes come into effect this year which employers and employees need to prepare for. Like Shared Parental Leave, which is applicable for babies due on or after 5 April, or for children placed for adoption on or after this date.
Here are the ones we’re helping clients gear up for so far this year.
If you or your business is affected by these issues, contact Jodie Hill – Milners for advice or more information.
If you are an employer signed up to our HR and Employment Law package you are already protected.
Shared Parental Leave
Comes into force for babies due on or after 5 April, or for children placed for adoption on or after this date. Employees must give an advanced indication of when they intend to take their leave. 8 weeks’ notice of the start of each period of leave and they are not permitted to take more than three discontinuous blocks unless the employer agrees. If you do not already have a Shared Parental Leave Policy please contact Milners Solicitors.
Statutory adoption leave and pay
The statutory adoption leave will no longer have the 26-week qualifying period, and adoption pay will be brought in line with maternity pay, which will be 90% of normal earning for the first six weeks.
Fit for work scheme
A health and work assessment and advisory service is to be introduced, offering free occupational health assistance and assessments for employees, employers and GPs for employees that have been off for more than four concurrent weeks. This should help employers manage sickness better, avoiding long term sickness and supports employees whilst off sick. More information is available at – GOV.UK – Government response to the review of the sickness absence system in Great Britain.
Statutory Pay Rates
Statutory pay for maternity, paternity, adoption and shared parental leave will increase to £139.58 per week.
Thursday 7 May 2015. Depending on the party elected; changes to current Employment legislation will be made in favour of their views. We’ll review this during the summer and include relevant information in our Summer Newsletter.
Small Business, Enterprise & Employment Bill 2014-2015
Reforms expected in the following areas:
National minimum wage
National Minimum Wage
Zero Hours Contracts – focusing on the use of exclusivity clauses and transparency, which will probably result in clearer guidance and applicability in the future.
If you are affected by any of these issues and would like advice from a qualified solicitor, contact Jodie Hill on 0113 3801 876 or email email@example.com