Parents and carers have been given new employment-protected rights relating to redundancy and leave entitlement.
On 24 May 2023, these new employment protections received royal assent. Royal assent is the final step required for a bill (proposed law) entered into the Houses of Parliament to become law.
The Department for Business and Trade (DBT) has stated these new employment protections will increase workplace participation and protect vulnerable workers.
As businesses engage in proposed redundancies, authorising flexible working arrangements and leave entitlement requests, these new employment rights are worthy of consideration.
Parents and carers will benefit from the following new employment protections that received royal assent in May 2023:
Neonatal Care (Leave and Pay) Act
This will allow employed parents whose newborn baby is admitted to neonatal care to take up to 12 weeks of paid leave. This paid leave entitlement is in addition to other leave entitlements such as maternity and paternity leave.
Protection from Redundancy (Pregnancy and Family Leave) Act
This will allow the extension of existing redundancy protections whilst on maternity leave, adoption leave, or shared parental leave as well as covering pregnancy and a period of time after a new parent returns to work.
Research from the Equality and Human Rights Commission (EHRC) found that one in nine mothers were either dismissed or made compulsorily redundant as a result of pregnancy and maternity. It is believed the new workplace entitlements will aid in the prevention of such discriminatory practices.
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Carer’s Leave Act
This will entitle employees who are caring for a dependant with long-term care needs to one week of flexible unpaid leave a year. This employment entitlement is said to enable better work-life balance to encourage these employees to remain in work.
Further legislation will be provided by the government to implement these new protections.
As always, Lawgistics will keep you updated.
