Page 23 - BOSS Today Issue 58

DOWN TO BUSINESS BOSS Today #58

The Employment Relations old and who are in hospital for at least alternative ways to take time off
(Flexible Working) Act 7 days. work – such as using annual leave.
Provides for changes to the rules on
statutory flexible working requests, Protection from Redundancy If you have any questions relating
allowing employees to make two requests (Pregnancy and Family Leave) Act 2023 to these changes, our HR experts are
in a 12-month period and also reducing Existing redundancy protection for here to support – call us now,
the time within which the employer must employees on maternity, adoption or click here for contact details.
notify the employee of its decision to shared parental leave in respect of suitable
two months. The Government has also alternative employment will be extended
confirmed its intention to introduce to cover pregnancy and a period of time REST BREAKS GUIDANCE
legislation to take forward measures after a new parent has returned to work. Our partner, BPIF’s HR team have
including making the statutory right to The protection will be in force from the been receiving many enquiries
request flexible working a day one right. moment the employees’ pregnancy is recently, relating to rest breaks,
Government states that it “expects disclosed and should last for a period of six where employees are taking their
the measures in the Act and secondary months from when the employee returns allocated breaks to suit them.
legislation to come into force from maternity/adoption or shared Our HR experts and our
approximately a year after Royal Assent, parental leave. Currently, protection is only Employment Solicitor have created
to give employers time to prepare for the given during the period that maternity, supporting guidance for employers to
changes.” adoption or shared parental leave is taken. fully understand any implications.
Neonatal Care (Leave and Pay) Act 2023 Carer’s Leave Act 2023 For further support please contact
Parents whose newborn baby is admitted There will be a new statutory entitlement our partner, BPIF’s HR Team on
to neonatal care will be given a day one to one week of flexible unpaid leave per 01676 526051.
right for up to 12 weeks paid leave. This year for employees who are caring for a
leave is proposed to be in addition to dependant with a long-term care need.
maternity or paternity leave. In addition, This entitlement will be a day one right.
qualifying employees will also be entitled Currently, there is no dedicated statutory Ian Dalton,
to statutory neonatal leave pay. entitlement in place for informal carers. HR Helpdesk
This protection is given to parents of The law permits a ‘reasonable’ amount of Adviser, BOSS/BPIF
newborns who are admitted to neonatal time off work to care for a dependant in
care at any point up to the age of 28 days emergencies, which force carers to find

TRICKY DISCIPLINARIES

Many disciplinary situations are straightforward, with the
employee having done something wrong, following a process with
an appropriate sanction given. However, we appreciate unusual
situations occur, which could cause complications in not being able
to follow the usual step-by-step process:

n What if an employee goes off sick?
n What if, during the process, an employee
raises a grievance about their manager?
n What if the employee starts to improve their
performance until after the sanction is issued?

Our team of experts have a wealth of experience and are
available to support you through any disciplinary situation
to ensure you’re legally compliant – call our HR experts
now, click here for contact details.

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