Updated to reflect that legislation is in force from 6 April 2024 extending the right to be offered suitable alternative employment to employees returning from shared parental leave, in some circumstances.
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.
Updated to reflect legislation in place from 6 April 2024 extending the right to be offered available suitable alternative employment in a redundancy situation.
Updated to reflect that the duty to offer suitable available employment extends to pregnant employees and those returning from family leave from 6 April 2024.
Updated to reflect that the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024, which extend redundancy protection for pregnant employees and new parents, come into force on 6 April 2024.
Use this model letter to confirm to an employee whose job is made redundant during or after shared parental leave that no suitable alternative vacancies exist.
Use this model letter to confirm to an employee who has been given notice of redundancy during or after shared parental leave that they have accepted an alternative position.
Use this model letter to offer suitable alternative employment to an employee who has been given notice of redundancy during or after shared parental leave.