Family-friendly rights and support
Employers across England, Wales and Scotland must be ready for the new right to neonatal care leave, which is available to parents of children born on or after 6 April 2025. To help HR professionals cut through the complexities we explain the legal entitlement in four of the most likely scenarios where a parent gets additional time off because their child requires neonatal care.
While the introduction of neonatal care leave and pay is the key change for HR professionals to get to grips with, there are other employment law changes in April 2025. These include increases to the national minimum wage rates; a rise in statutory redundancy pay; and the uprating of statutory sick pay and family-related pay.
A new right for parents to take up to 12 weeks' neonatal care leave if their baby requires medical or palliative care is introduced on 6 April 2025. Now that the Government has published the remaining legislation needed to bring the new right into force, we set out what HR professionals need to know about neonatal care leave.
In 2025, HR professionals face the unique challenge of dealing with business-as-usual employment law changes, such as increases in statutory maternity, paternity and sick pay, while also beginning their preparations in earnest for the looming Employment Rights Bill. We look at what HR needs to do to meet its employment law obligations and prepare for the coming year
The Employment Rights Bill packs 28 imposing employment law reforms into its 158 pages. While HR professionals await the substantive details needed to flesh out the Bill, we outline the key policies that you will need to update and an overview of what those updates might involve.
After months of waiting, the Government has finally published the first draft of its wide-ranging Employment Rights Bill, which will make radical changes to employment law in the next few years. Now that the Employment Rights Bill has begun its progress through Parliament, we highlight the key points from the first draft for HR professionals.
For new fathers, taking some time off work to bond and spend quality time with their newborn is their number one priority - but they do not always enjoy generous statutory entitlements to do so. In fact, some countries do not provide specific leave for fathers at all. How does the UK's offering compare to global norms?
With a general election confirmed for 4 July 2024, we look at two key areas where Labour's employment law proposals, if implemented, would transform the face of employment law in the UK and have significant implications for employers.
With a raft of employment law changes taking effect in April 2024, we provide a final reminder for HR professionals of what their organisation needs to do to comply with the new and amended employment laws. This April, the challenges for HR include: the introduction of carer's leave; reforms to the right to request flexible working; and updated rules on timing and notice to take paternity leave.
The new statutory right to carer's leave will come into force on 6 April 2024. We look at how this new type of leave will operate, so HR can be ready when requests start to come in.
Commentary and insights: HR and legal information and guidance relating to family-friendly rights and support.