hr - family friendly issues

Complimentary Webinar Slides:

HR – Family Friendly Issues

5th November 2013

Joanne Vose

© The Business Springboard Limited 2013

A little bird told me….

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Business Savvy, Training Know How

About Your Presenter Joanne holds an MA in Human Resource Management, is a fully qualified Member of the Chartered Institute of Personnel & Development and is a qualified NLP Practitioner. With considerable experience in people management and training interventions, Joanne’s consultancy and training is valued by her clients for her practical and business orientated approach, providing a complete people management solution to support organisational goals.

Joanne delivers a number of modules for The Business Springboard, including The 4D Manager and the Leadership & Management Development Programme, both of which are recognised for progression to further education.

In addition, Joanne co-presents our HR – Law & Practice seminars, giving legal updates and practical advice on people management developments and issues.



Disclaimer & Copyright

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The content of these materials does not constitute advice tailored to any participant’s specific needs and to the maximum extent permitted by applicable law, The Business Springboard or any of its employees or associates shall not be held liable for any direct, indirect or consequential loss or damage arising as a result of use of these materials.



Welcome

Family Friendly Issues – What are we talking about?

Recent Changes

Upcoming Changes

What These Will Mean to Us

Top Tips

Questions & Answers



Family

Friendly

Rights

Maternity Leave

& Pay Paternity Leave

& Pay

Adoption

Leave & P{ay

Domestic

Leave

Flexible

Working

Parental

Leave



Additional Paternity Leave

Eligible employees are entitled to:

Additional Paternity Leave - 2 to 26

weeks

Additional Paternity Pay (APP) -

£136.78 per week or 90% of

their gross average weekly

earnings (whichever is

lower)



Eligibility Employees are eligible if:

they’ve worked for you continuously for at least 26 weeks

by the ‘qualifying week’

they’re employed by you the week (Saturday to Sunday)

before their leave and or pay starts

they are on your payroll and earn at least £109 a week

(gross) in an 8 week period

their partner has at least 2 weeks left of their maternity or

adoption pay (APP only)

their partner signs a form confirming their maternity or

adoption leave or pay is ending

they give you the correct notice



Future Changes

Shared parental leave

and pay – 2015

Time off to attend

appointments

Right to request flexible working – Spring

2014



Shared Parental Leave

‘Parents will be

able to share

parental leave

and revolutionise

their lives at

work and home’

Department for Business, Innovation

& Skills Nov 2012



Shared Parental Leave

Parents will be able to choose how they share

the care of their child.

Employed mothers will still be entitled to 52

weeks of maternity leave.

Working parents will have much greater

flexibility about how they ‘mix and match’ their

leave:

They may take it in turns or take it together,

Must not be more than 52 weeks in total.



Time Off to Attend

Appointments Also under this new

shared parental leave

it is proposed to allow

the husband, civil

partner or partner of

the pregnant women

the right to unpaid

time off to attend up

to 2 ante-natal

appointments



Right to Request Flexible

Working Spring 2014

The Government proposes to extend

the right to request flexible working to

all employees and remove the current

statutory procedure for considering

requests. Instead employers will have

a duty to consider all requests in a

reasonable manner; employers will

have the right to refuse requests on

business grounds.



What Will This Mean to Us?

Some predominantly male working

environments may have to accommodate

family friendly leaves

Do managers have skills to deal with this?

Positive impact on diversity in recruitment,

development & retention?

More applications for flexible working?

Administration burden

Fairness & consistency



Top Tips

Plan ahead for the changes

Review your policies & procedures –

update where required

Train your managers

Have guidance to be fair & consistent

Build into HR capacity planning

Review organisational benefits for flexible

working



Questions & Answers



HR Law & Practice

Need to keep up to date with employment law?

Want expert advice on how to put the latest

employment law into practice?

HR: law & practice is a year round resource for

HR professionals. Our programme of regular

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bring you an essential combination of legal

expertise and practical advice.

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Newcastle – ask for details!



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