Parental Leave

legal updates

Employers should look to implement a paternity leave policy, which will clearly set out both parties expectations.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

This has become a very prominent issue for business as new fathers are now able to undertake up to 26 weeks paternity leave, after the birth of a child, now known as Additional Paternity Leave (APL).
 

As of children due after 3rd April 2011, this right is extended to;

–  biological fathers, civil partners and spouses of a pregnant women

– partner, spouses or civil partners of women who have been approved to adopt a children

As with maternity leave regulations, employees must have undertaken at least 26 weeks of service by the 15th week prior to the birth.

APL can be taken on top of the 2 weeks allowable immediately after the birth, now to be known as Ordinary Paternity Leave (OPL). Rules regarding this remain unchanged.

APL will be taken after the mother has taken the first portion of leave (up to 26 weeks) and has made arrangements to return to work.

Should the mother take the full 26 weeks then fathers will be allowed to take a further 26 but only receive SPP for the first 13, as statutory payments (currently (128.73 or 90% of gross pay if lower), will still cease after the 39th week of birth.  Father may choose to return at this point.

Employers should look to implement a paternity leave policy, which will clearly set out both parties expectations regarding this.

Lawgistics can look to draft one for your business to ensure that both parties are protected.

InvolutionSTAFF UNIFORM | PROMOTIONAL WEAR | MERCHANDISE | BUSINESS GIFTS

Leading experts in print, promotional clothing, staff uniforms, branded merchandise and PPE. Involution is your brand partner for promotional marketing and workwear, a one-stop-shop for your branded marketing needs for any business size and industry.

This issue is however now under new consultation (Consultation on Modern Working), as announced earlier this month; with proposals to allow the mother the first 18 weeks and then defining the remaining term as paternal leave. This will differ from the rules outlined above but Lawgistics will keep you posted when the consultation is complete. At present this policy will not be introduced until 2015.

Dennis ChapmanIn remembrance of Dennis Chapman 1951 -2015Read More by this author

Related Legal Updates

Pandemic impact on annual leave entitlement

The change in March 2020 allowed for four weeks of annual leave to be carried over. So, as a reminder, any carried over leave must be used in 2022!

Right to work – adjusted checks extended to 30 September 2022

Job applicants and existing employees can send scanned documents or a photo of documents for checks using email or a mobile app, rather than sending originals.

Changes to pre-employment checks on the right to work in the UK

The current laws regarding pre-employment checks on foreign recruits is due to change from 6 April 2022.

End of COVID-19 restrictions – Employment implications

Until 24 March 2022, Statutory Sick Pay (SSP) will continue to be available to employees who self-isolate.

Employment Bill

Flexible working request is already in place but adjustments will be made which will allow the employee the right to request flexible working from day one of employment.

UK Border Force

Immigration status and the right to work can be complicated, with various scenarios.

Gender critical beliefs are protected

Employees must learn to live with the diversity of opinions in our society unless they are expressed in an objectively offensive and disruptive way.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.