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In her Speech delivered at the opening of Parliament last week, the Queen announced Bills to be introduced in the next session of Parliament up to Spring 2013.
Of interest are the Enterprise and Regulatory Reform Bill, the Children and Families Bill and the Crime and Courts Bill.
The scope of further reforms which are set out in a number of Bills include:
Overhaul of the Tribunal system.
Blog Article | Last updated: 16/05/2012 15:07:00
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Pensions, parental leave and tribunal reform featured in the Queen's Speech today:
She announced the Government will move forward on the reform of state and public sector pensions, which will take a step forward to a more generous state pension and won't penalise people for saving
Proposals are to be made to allow both parents to share parenting responsibilities by making parental leave more
Blog Article | Last updated: 09/05/2012 16:23:00
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Eligibility
Parental leave is available to any employee with 1 year`s continuous service who has, or expects to have, responsibility for a child.
This means parental responsibility and will automatically apply to the child`s mother and to the child`s father if married to the mother at the time off birth. It will also cover fathers who are named on the birth certificate and any other individual who has acquired ‘parental responsibility` including adoptive parents.
Family friendly HR Resources | Last updated: 05/03/2012 16:33:00
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The Maternity and Parental Leave Regulations 1999 (As amended) ("MAPLE") introduced a statutory right for parents to take unpaid parental leave and implement the European Parental Leave Directive in the UK.
Family friendly HR Resources | Last updated: 05/03/2012 16:23:00
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Legal framework
The individual rights of women to take maternity leave and receive maternity pay are principally set out in the Maternity and Parental Leave etc. Regulations 1999 (as amended), and the Social Security Contributions and Benefits Act 1992 and Statutory Maternity Pay (General) Regulations 1986 (as amended).
The Maternity and Parental Leave etc. and the Paternity and Adoption Leave (Amendment) Regulations 2008 came into force on 23 July 2008, to remove the distinction between Ordinary and Additional Maternity Leave for employees with an expected week of childbirth from 5 October 2008.
The Policy takes into account the above change and contains the minimum legal requirements that ALL employers must meet, irrespective of the size of the undertaking. Employers are at liberty to make changes to the provisions, but these must grant more favourable rights to the employee than those detailed in the Policy.
Family friendly HR Resources | Last updated: 06/02/2012 16:52:00
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Legal framework
The right for employees to take parental leave is contained in the Maternity and Parental Leave Regulations 1999 (As amended) ("MAPLE")
Subject to eligibility, MAPLE entitles both parents to 13 weeks unpaid leave to care for a child born or adopted and for disabled children the entitlement has been increased to 18 weeks. The entitlement is not transferable between parents.
Employees must have one years` continuous service and the leave must be taken before the child`s 5th birthday or, if the child is disabled, the child`s 18th birthday. If the child is adopted the leave must be taken within 5 years of the date of placement, or by the adopted child`s 18th birthday, whichever is the earliest.
Family friendly HR Resources | Last updated: 06/02/2012 15:50:00
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Purpose and scope
It is recognised that parents (male and female) may want to take time off from their work to spend time with their children. This policy provides a fair and consistent approach to the granting of parental leave.
Parental leave applies to both parents of children who are either born or adopted.
Entitlement to parental leave is a separate right in addition to the statutory right to maternity, adoption, or paternity leave and pay.
Family friendly HR Resources | Last updated: 06/02/2012 15:49:00
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Legal Framework
The right for employees to take time off for dependants is contained in the Employment Relations Act 1999 ("The Act"). This right is also contained in the European Parental Leave Directive.
The Act entitles all employees to be permitted to take a reasonable amount of time off during working hours in order to take action which is necessary to care for or assist a dependant in the situations specified in the policy.
The right to take time off for dependants allows employees to deal with incidents arising from their domestic responsibilities, and as such may actually reduce absenteeism by encouraging employees to be open about their need to take time off work.
Family friendly HR Resources | Last updated: 06/02/2012 15:47:00
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No chocolate, go to the gym etc etc etc ......How about trying some HR ones instead!
Keep up to date. There are many forthcoming employment law changes on the horizon as well as the usual updates to tribunal award limits which take effect on 1 February.
News Article | Last updated: 01/02/2012 09:44:00
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Introduction
Employees are entitled to time off work for a variety of reasons. Some of these areas are addressed in separate fact sheets, namely:
Holidays and rest periods
Sickness absence
Adoption leave
Maternity leave
Paternity leave
Family friendly HR Resources | Last updated: 20/01/2012 14:04:00
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