Upcoming changes to Employment Law 2014-2015
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With a raft of changes to employment law coming up, here’s a review of the important dates to be aware of. Any other dates will be added to this calendar as the year progresses
|1st December 2014|
|Shared Parental Leave For parents of children born or matched for adoption on or after 5 April 2015 Under this new system parents will be able to choose how they share the care of their child during the first year after birth. Mothers will still take at least the initial two week following the birth, following that they can choose to end the maternity leave and the parents can opt to share the remaining leave as flexible parental leave. 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 antenatal appointments.|
|Managing sickness absence|
A health and work assessment and advisory service is to be introduced, offering fee occupational health assistance for employees, employers and GPs. The service can provide an occupational health assessment after four weeks of sickness absence. Further information is available from GOV.UK – Government response to the review of the sickness absence system in Great Britain.
|Surrogate parents eligible for adoption leave|
Provided they meet the eligibility criteria parents who have a child through surrogacy will be permitted to take ordinary paternity 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.
|5th April 2015|
|Statutory adoption leave and pay|
The statutory adoption leave will no longer have the 26 week qualifying period, and adoption pay will be brought in line with maternity pay, which will be 90% of normal earning for the first six weeks.
|Parental Leave extended to 18|
The right to unpaid parental leave will be extended to parents of any child under the age of 18 years.
|After 1st July 2015|
|After 1 July 2015 there will be a two year cap on the period over which a worker can claim a series of unlawful deductions where they relate to any fee, bonus, commission or holiday pay.|
|To be confirmed|
|Exemption for Reservists from two year qualifying period for unfair dismissal|
Employees who are reservists will be exempted from the two year qualifying period for bring an unfair dismissal claim where the reason for dismissal is the employee’s reservists service.