KR HR & TRAINING NEWS ARTICLES

There’s positive news for employees who are struggling to juggle family or other caring responsibilities with work, as three new pieces of legislation received Royal Assent at the end of May. Once in force, these three new acts give employers a framework for supporting and retaining employees through difficult times. 

THE NEONATAL CARE (LEAVE AND PAY) ACT

The Neonatal Care (Leave and Pay) Act will allow eligible employed parents whose newborn baby is admitted to neonatal care to take up to 12 weeks of paid leave, so that they can spend more time with their baby. This is in addition to maternity and paternity leave.

Speaking on Radio 5 Live, Rainbow Trust CEO Zillah Bingley said: “This is a breakthrough piece of legislation. Currently if a baby is born prematurely, maternity and paternity still starts almost instantly which may well mean that a parent has to go back to work before their child reaches the 9 month stage or whilst their premature baby is still in hospital. Therefore, the difference this Bill makes in terms of providing 12 weeks of additional support for these families is immense because it means that they don’t have to start their maternity or paternity leave immediately and are able to spend precious time with their families”.

THE PROTECTION FROM REDUNDANCY (PREGNANCY AND FAMILY LEAVE ACT) 

This will see existing redundancy protections while an individual is on maternity, adoption or shared parental leave extended to cover pregnancy and after a new parent has returned to work.

THE CARER’S LEAVE ACT

This will create a new statutory entitlement of one week of flexible unpaid leave per year for employees caring for a dependent with a long-term care need. This will be a day one right and the leave will be available to take as a block or individual days. It aims to help carers better balance caring and work responsibilities and support them to remain in employment. Whilst some employers already do make such adaptions (and more) to support their team members, this will provide a minimum standard for all.

It is not yet clear when some of these changes will come into force and may not be until 2025, however it makes sense to review family related policies and identify what changes will need to be made, and where possible consider bringing in aspects earlier – the benefits will include easier recruitment, retention and motivation, and potentially reduced stress and absenteeism.