Business Express is an online portal that covers the latest developments in the world of business and finance. From startups and entrepreneurship to mergers and acquisitions, Business Express provides reporting on the stories that matter most to business leaders and decision-makers.The website publishes news, press releases, opinion and advertorials on various financial organizations, products and services which are commissioned from various Companies, Organizations, PR agencies, Bloggers etc. These commissioned articles are commercial in nature. This is not to be considered as financial advice and should be considered only for information purposes. It does not reflect the views or opinion of our website and is not to be considered an endorsement or a recommendation. We cannot guarantee the accuracy or applicability of any information provided with respect to your individual or personal circumstances. Please seek Professional advice from a qualified professional before making any financial decisions. We link to various third-party websites, affiliate sales networks, and to our advertising partners websites. When you view or click on certain links available on our articles, our partners may compensate us for displaying the content to you or make a purchase or fill a form. This will not incur any additional charges to you. To make things simpler for you to identity or distinguish advertised or sponsored articles or links, you may consider all articles or links hosted on our site as a commercial article placement. We will not be responsible for any loss you may suffer as a result of any omission or inaccuracy on the website.
storyblocks image of happy mature loving couple family standing at the kitchen using l SBI 321515716 | Business Express
Image of happy mature loving couple family standing at the kitchen using laptop computer. Looking aside.

Preparing your business for the latest family-friendly employment laws: are you ready?

Preparing your business for the latest family-friendly employment laws: are you ready?

By Adrian Lewis, Director, Activ People HR

In today’s competitive job market, employers must prioritise family-friendly employee benefits and policies to attract and retain top talent. Recognising the diverse needs and responsibilities of employees is crucial for maintaining a healthy work-life balance.

To provide employees with greater protection and support, three groundbreaking laws have recently been passed. The Carer’s Leave Act, The Neonatal Care (Leave and Pay) Act, and The Protection from Redundancy (Pregnancy and Family Leave) Act will significantly change the landscape of employee benefits.

While these laws are set to take effect next year, employers are advised to prepare now for the significant impact they will have on their workforce. Embracing these progressive laws can modernize businesses and prompt employers to review and enhance their existing benefits and policies to better support their employees.

The Carer’s Leave Act:

The Carer’s Leave Act, which originated from the Carer’s Leave Bill presented by Wendy Chamberlain MP, received Royal Assent on May 24, 2023, making it law. This act allows employees who care for a spouse, civil partner, child, parent, or other dependents requiring at least three months of care due to illness, injury, disability, or old age to take time off to fulfil their caregiving responsibilities. The bill also ensures that employees are protected from dismissal or detrimental treatment as a result of taking this leave. Carer’s leave can be taken flexibly in blocks of five days, individual days, or half-days, providing the necessary flexibility for carers to manage their work and care responsibilities. Employees will be required to self-certify their eligibility for carer’s leave, facilitating a balance between work and caregiving while enhancing retention and well-being.

Don't miss out on any breaking news or insightful opinions!
Subscribe to our free newsletter and stay updated on the go!

By submitting this form, you are consenting to receive marketing emails from: . You can revoke your consent to receive emails at any time by using the SafeUnsubscribe® link, found at the bottom of every email. Emails are serviced by Constant Contact

The Neonatal Care Act:

The Neonatal Care (Leave and Pay) Act: Also receiving Royal Assent on the same day, the Neonatal Care (Leave and Pay) Act establishes a new day-one right for eligible employed parents whose newborns require neonatal care. In addition to existing leave entitlements such as maternity and paternity leave, parents can now take up to 12 weeks of leave to be with their baby during this critical period.

The Protection from Redundancy (Pregnancy and Family Leave) Act:

The Protection from Redundancy (Pregnancy and Family Leave) Act expands the current protection granted to employees on maternity leave to those on adoption/shared parental leave when a redundancy situation arises. This act ensures that employers offer suitable alternative vacancies to employees on maternity leave or adoption/shared parental leave, starting from the point the employee informs the employer of their pregnancy and continuing until 18 months after the birth.

How can employers prepare for these changes?

Given the significant changes brought about by these three acts, it is recommended that employers take proactive measures to familiarise themselves with the new laws. Understanding and adhering to the laws will prevent potential claims from employees regarding the violation of their rights. Communicating the changes to employees is key to ensuring their awareness of their new rights and showcasing the employer’s commitment to employee well-being. Employers should also establish processes and use technology, such as absence management systems, to track these new types of leave and enable effective resource planning to cover periods of absence seamlessly.

The introduction of these groundbreaking family-friendly employment laws will greatly benefit employees facing caregiving and family-related situations. For businesses, this presents an opportunity to go beyond legal requirements and offer enhanced support in these areas. By effectively communicating these changes and emphasising existing benefits like flexible working, parental leave, and protection benefits, employers can demonstrate their commitment to their workforce’s well-being.

Recent Post: