HR Articles

In April to June 2021, three in four mothers with dependent children were in work in the UK. This was the highest level reached in the equivalent quarter over 20 years. 

The UK is currently in a period of national mourning following the death of Her Majesty Queen Elizabeth II on 8 September. It is due to come to an end on 19 September, when the Queen is laid to rest at a state funeral.

As of 6th April 2020, new laws will come into force giving employees the right to both parental bereavement leave and pay.

The Government launched its consultation “Good Work Plan: Proposals to support families” earlier this year.

The Parental Bereavement (Pay and Leave) Act, which received Royal Assent earlier this year, is expected to come into force in 2020. The Act introduces a new statutory right to time off work for employed parents following the loss of a child, enabling the parent to grieve and easing recovery.

Childcare voucher schemes were due to close to new entrants on 5th April this year, however, the Government has now announced plans to keep this open for a further 6 months.

A Bill has been published that will entitle parents who suffer the death of a child to take paid bereavement leave. Currently, employees only have a right to take a “reasonable” amount of unpaid time off work to deal with an emergency involving a dependent (which could include making arrangements after the death of a child).

Despite UK legislation having a number of family friendly rights, a recent TUC survey of 1,050 young working parents in low paid positions, found many dubious of how useful these rights are.

ACAS has published guidance providing important information for both employees and employers in relation to premature births or full-term births where a child is ill.

In the recent case of United Lincolnshire Hospitals NHS Foundation Trust v Farren, the EAT held that it is the employer’s view of the dishonesty of an employee seeking re-engagement that matters,