After six years of the UK political agenda being dominated by Brexit, the COVID-19 pandemic, and significant political upheaval, the UK has returned to more normality and, with that, some significant expected employment law changes. Although still progressing through Parliament and subject to amendment and final approval, the following changes are expected to come into effect during 2023:

• Neonatal leave: Permits all employees who are parents up to 12 weeks of leave to spend time with their baby who has either been born prematurely (before 37 weeks) or is sick and receiving at least 7 days of professional neonatal care within 28 days of birth. The leave must be taken in blocks of one week, and for those who have at least 26 weeks’ service, the leave will be paid at a statutory rate yet to be set (likely to align with the statutory maternity rate of 156 per week).
• Carer’s leave: Permits all employees from inception of employment to take up to one week’s unpaid leave to provide or arrange for long term care for a dependent, typically an aging or disabled parent or other close family member. The leave can be spread over five whole or ten half days and can be taken for an illness or injury that will (or likely will) require three months or more care, for a covered disability under the Equality Act, or where it is connected to old age.
• Flexible working: Permits employees to request an altered working proposal on the first day of employment, without having to identify any...

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