Is 2023 set to be a bustling year for HR, with the promise of a multitude of employment related changes? Perhaps. Last week MPs approved three highly anticipated Private Members’ Bills, sending them across to the House of Lords for further debate. So, what’s on the House of Lord’s agenda and what might it mean for HR; Emma O’Connor, Legal Director and Natalie Wood, Solicitor, report.
If passed, these respective Private Members’ Bills will give the power to the Secretary of State to be able to enact separate enabling Regulations. They do not mean that these new changes will be automatically enacted. So there could be a time delay between their passing (if they are) to when they are (possibly) brought into law. There is much detail still to be ironed out. However, below is a summary of what we do know to date:-
Protection from Redundancy (Pregnancy and Family Leave) Bill
Currently, under Regulation 10 of the Maternity and Paternity Leave Regulations 1999, where a woman is on maternity leave and their role is being made redundant, an employer would be required to offer that individual a suitable alternative role over other individuals who might also be at risk of redundancy. Currently there is no such mirror provision for pregnant women, although other protections are available to them under the Equality Act 2010. Similar protections also apply for employees on adoption and shared parental leave.
The purpose of the Protection from Redundancy (Pregnancy and Family Leave) Bill...
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