Domonique McRae outlines key upcoming employment law changes that employers need to know
The proposed legislative changes set out below have all received support from the House of Commons and are making their way through the House of Lords, with each anticipated to pass into law during 2023:
Redundancy protection for pregnancy and family leave
At present, during any redundancy process an employer must offer those on maternity leave, adoption leave or shared parental leave suitable alternative employment (if it exists) as a priority over other employees provisionally selected for redundancy.
The Protection from Redundancy (Pregnancy and Family Leave) Bill proposes to increase this protection so staff are protected from the point at which the employee tells their employer they are pregnant/will be taking adoption or shared parental leave, to the time they have returned to work and potentially even for a period of up to 18 months after the child’s birth.
Carers leave
The Carers Leave Bill proposes introducing a right for employees to take at least one week’s unpaid leave to either arrange or provide care for a dependant with a long-term care need.
The employee will be required to give notice twice the length of the leave and can take the time as partial or full days, but no evidence will be required to show how the leave has been used. Employees will also be protected from dismissal or detriment due to taking this leave.
Neonatal leave
The Neonatal Care (Leave and Pay) Bill...
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