If you are looking to make redundancies, you need to be aware of the new legislation coming into force on the 6th April 2024. The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 expands the current laws protecting pregnant employees or those on, or returning from, maternity/adoption/shared parental leave facing redundancy.
Currently, employees on maternity/adoption/shared parental leave have enhanced protections in redundancy situations, including the right to be offered a suitable alternative vacancy over other employees at risk, if one is available.
The Act expands this protection to include pregnant employees, from the moment they notify their employer of their pregnancy, through to 18 months after childbirth
Another act coming into force on the 6th April 2024 is The Carers’ Leave Act 2023. This Act will grant a new entitlement of one week unpaid leave annually for employees who care for dependants with long term needs. This right to leave will be available to all employees from day one of employment. “Long term needs” is defined as:
- Anyone with a condition that meets the definition of disability under the Equality Act 2010;
- Illness or injury (physical or mental) that requires or is likely to require care for more than three months, or;
- Old age
Changes to Flexible working also come into force on the 6th April 2024. Employees will have the right to request flexible working from day one of employment (rather than after 26 weeks which is the position currently).
Employees will also be able to make two requests in any 12-month period, up from one. Employees will no longer have to explain the effect of the change requested, as they do currently, and employers will have to make a decision on a request within two months (rather than three)
As it’s Valentines Day this month, I thought it would be worth discussing work place romance!
Apparently workplace romance is on the rise and this is no surprise as it’s the main way we meet someone new. How many people have you met through work that has turned into a romantic relationship? I am sure we all have, I certainly have.
As an employer how do you manage this though?
You cannot ban relationships and stick your head in the sand about them. Having a policy in place to deal with relationships is the best way to tackle potential issues, having open communication is key to safeguard your business.
Please contact me if you would like to put a policy in place.