Bereavement | Employment Rights
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Employment Law updates 2015
The changes in Employment law for April 2015 focus mainly on family leave, with the changes to shared parental leave grabbing most of the headlines, but a number of other measures come into effect.
For details on how these changes effect you as an employer or as an employee we recommend you discuss your situation with a local employment law solicitor, but you can find some great advice and tools on the government web site
https://www.gov.uk/shared-parental-leave-and-pay/overview.
Main changes.
Shared Paternity leave.
The much talked about flexible system of shared parental leave comes into effect where a child has been born after the 5th of April 2015, as the case has been the mother will have to take the first two weeks off following the birth, the remaining eligibility for leave and pay can be shared which accounts for 37 weeks paid leave and 50 weeks in total, which can be taken simultaneously.
For details of eligibility, as mentioned, visit the government's web site and use the checking tools.
Adoption Leave.
The disparity between adoption pay and maternity pay has been abolished with both now being treated the same, many of the other features have been brought in line, such as periods of service before a parent that is adopting qualifies for leave and pay, in the case of a single adopter they will also have the right to attend adoption appointments on full pay, and in the case of two adoptive parents one will qualify for the five fully paid appointments and the second two but unpaid, shared parental leave also applies.
Surrogate Parents.
Under the old Law a person using a surrogate birth mother would have no rights for leave and pay, the new rules bring surrogate parents in line with Parents adopting.
All good and very logical, as the old laws did feel outdated and discriminatory, the new laws put the child first.
Here are some of the other changes coming into force that are not related to the family.
Tribunal awards.
These have risen in line with inflation so the new rates for maximum compensation for unfair dismissal is either £78,335 or a year's pay, which ever is the lowest.
- Changes to other rates have also come into force.
- The weekly pay for statutory redundancy payments increases to £475.
- Maximum statutory redundancy payment increases to £14250.
- Statutory maternity rates go up to £139.58 per week.
- Statutory sick pay increases to £88.45.
Removal of a tribunal's ability to make recommendations.
The little known and little used power for a tribunal to make recommendations that apply to all employees following a successful claim for discrimination, are to be removed for the start of October 2015.
The main changes are the family law changes and employers will need to update their procedures and ensure those dealing with employment related matters are fully aware of the implications the changes have made; if in doubt speak to a Solicitor specialising in employment law.
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