AS 2014 draws to a close there have been a number of legal updates that have quietly changed the face of employment legislation in the country.
AS 2014 draws to a close there have been a number of legal updates that have quietly changed the face of employment legislation in the country. Arguably the most significant of these with the widest ranging implication has been the extension of the right to request flexible working, although evidence has not yet been completed to show just what effect this has had in practice.
Looking to 2015, another family friendly initiative is on the horizon – as of 5 April 2015 any parent of a child born on or after this date will be eligible for Shared Parental Leave (ShPL) allowing new mothers to bring their maternity leave to an end earlier than they may have otherwise, and then pass the remainder of their entitlement over to their partner. These regulations will come into force on 1 December 2014, allowing those expecting a baby from April onwards to notify their employers of plans they may be making.
A second new initiative to look out for next year, and which may receive more attention, is the launching of the Health and Work Service, the majority of which will be rolled out across the first half of next year. With the intention of helping employees on sick leave to return to work with more pragmatic support, the service will also assist employers to better manage sickness absence overall, ultimately helping to reduce the duration of sickness absences and the strain on sick pay costs and other benefits from employers and the state. With some details of the practicalities not yet released, this will be something many businesses should be aware of as we enter 2015.
And finally – other bits to keep an eye out for include the extension of unpaid parental leave to any parent with a child under the age of 18 and the requirement for all young people up to the age of 18 to remain in some form of education or training.
If you would like help or support with any of the above, or to discuss the implications of any of the legal updates, do contact a member of Black Dog HR Consultancy team and we would be happy to help.
