Employment Law Update: April 2015

Shared Parental Leave (6 April 2015)

For parents of children born or matched for adoption on or after 5th April 2015.  Under this new system parents will be able to share the care of their child during the first year after birth.  Mothers will still take at least the initial 2 weeks following the birth, following that they can choose to end the maternity leave and the parents can opt to share the remainder of the leae as flexible parental leave.  The husband/civil partner or partner of the pregnant women has the right to unpaid time off to attend up to 2 antenatal appointments.

Managing Sickness Absence (roll our during 2015)

A health and work assessment and advisory service is to be introduced, offering free occupational health assistance for the employees, employers and GPs.  The service can be provide an occupational health assessment after 4 weeks of sickness absence.

New Statutory Pay Rates (6 April 2015)

Statutory pay for maternity, paternity, adoption and shared parental leave has increased to £139.58 per week.

Statutory sick pay has increased to £88.45 per week.

Statutory Adoption Leave and Pay (6 April 2015)

Will no longer have the 26-week qualifying period and adoption pay has been brought in line with maternity pay, which will be 90% of normal earnings for the first 6 weeks.

Parental Leave (6 April 2015)

The right to unpaid parental leave will be extended to parents of any child under the age of 18.

Surrogate Parents eligible for Adoption Leave (6 April 2015)

Provided they meet the eligibility criteria parents have have a child through surrogacy will be permitted to take ordinary aternity leave and pay, adoption leave and pay and shared parental leave and pay.  Both parents will also be entitled to take unpaid time off to attend two antenatal appointments with the woman carrying the child.

Redundancy Pay (6 April 2015)

The limit for a week’s pay when calculating redundancy pay will increase to £475

New Compensation limits for employment tribunal awards (6 April 2015)

The limit for a week’s pay will increase to £475 when calculating compensation for basic unfair dismissal.  The maximum compensation amount will increase to £78,335.

Remember to check that your policies are up to date with these changes and your staff have been informed.  You will also have to update your standard letters to reflect the changes.

 

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