Flexible Working Requests – a day one right, increasing to an employee being able to make two applications in a 12 month period and the removal of the requirement for employees, in their written request, to set out what effect the proposed flexibility would have on the employer’s business and how any effect could be dealt with.

Carer’s Leave (normally documented in a Time Off Policy or Family Leave Policy) – again another day one right for any employee who has a dependant with a long-term care need and wants to be absent from work to provide or arrange care for that dependant.  Employee can apply for up to one week of unpaid carer’s leave in any 12-month period and requests can be in consecutive or non-consecutive half-days or full days.

Paternity Rights – after he 6 April employees will be able to take their two-week paternity leave entitlement as two separate blocks of one week (rather than having to take just one week in total or two consecutive weeks) and at any time in the 52 weeks after birth (rather than having to take leave in the 56 days following birth).  Employees will only need to give 28 days’ notice of their intention to take paternity leave (reduced from the previous position that required notice to be given 15 weeks before the expected week of childbirth (EWC).

And in other news:

Also changing is Redundancy Protection for those on maternity, adoption or shared parental leave – did you know that for a long time anyone on such leave has the right of first refusal for any suitable alternative roles in a redundancy situation.  Well this is now being extended and here’s what changing

  • protected from the date the employee informs her employer of the pregnancy on or after the 6 April 2024.
  • employees will now be protected for 18 months from the first day of their estimated week of childbirth (EWC) and the date can be altered to starts from the child’s actual date of birth where the employer informs the employer in writing of the actual date during their maternity leave period.
  • Adoption leave – employee is Protected for the period of 18 months from the date of placement for adoption.
  • Shared parental leave –  employee is protected for 18 months from birth/placement for adoption provided that the employee has taken a period of at least six continuous weeks of shared parental leave.
  • Also where an employee suffers a miscarriage before 24 weeks of pregnancy, they will have protection during their pregnancy and for a two-week period following miscarriage. If they miscarry after 24 weeks of pregnancy this is classed as a still birth, they. They are entitled to maternity leave and will have the same protection as any other employee taking maternity leave.

If you have any questions regarding any of these changes, or require new policies to reflect these changes, please pop Becca an email at becca@realisehr.co.uk who will guide you.