Sentences with phrase «not shared parental pay»

The issue of whether it is discriminatory to enhance maternity pay but not shared parental pay remains unresolved by the higher courts, but this decision ought to prompt employers to review their policies about enhanced pay to avoid falling into the trap that Network Rail did, and also to ensure that there is parity between the provisions of any policies relating to shared parental leave in general.

While men on shared parental leave can not directly compare themselves with women on maternity leave, enhancing maternity pay but not shared parental pay may give rise to an indirect discrimination claim.

There are yet to be any cases to assess whether it is discriminatory for employers to enhance maternity pay but not shared parental pay although we would urge all employers to act with caution if offering different rates of pay to males and females when taking any type of family friendly leave.

Not exact matches

However, Morneau, who also announced the introduction of up to five weeks of parental leave for fathers or non-birth parents to encourage greater sharing of child - rearing responsibilities, did not address a question on the limits of legislation and what the government can do to address societal barriers that could contribute the gender pay gap.

Businesses can not afford to ignore the parenting revolution that millennials want to see and the PM won't succeed in his vision of eliminating the gender pay gap unless we see a more equal sharing of parental duties as the new norm.

The policy is still relatively new, and so has yet to take a firm foothold in many workplaces yet alone families, but with modern dads wanting to be more involved than ever, we wanted to find out the specific reasons why more shared parental leave pay wouldn't necessarily mean more take - up, and why so few new parents were having those conversations about it in the first place.

Case: The EAT has held that it is not direct sex discrimination for an employer to offer enhanced maternity pay and fail to pay enhanced shared parental pay in line with this.

Employers who pay enhanced maternity pay, but do not pay equivalent shared parental pay, should therefore be reassured by this decision.

The EAT have held that an employer's failure to pay enhanced shared parental leave (SPL) to a male employee when it did pay enhanced maternity leave to female employees was not direct sex discrimination (our blog on the Tribunal's earlier decision can be found here).

Lewis Silkin discuss the case of Capita Customer Management Ltd v Ali and the recent decision by the Employment Appeal Tribunal (EAT) that it is not sex discrimination to refuse to pay a father full salary during shared parental leave.

In provinces where the statutory parental leave does not have to be shared, parents may be able to divide their employment insurance benefits over a longer period, opening the door for more fathers to take paid leaves in these jurisdictions.

Paying women on maternity leave and men on shared parental leave differently was not direct discrimination

Failure to match shared parental pay with enhanced maternity pay is not direct discrimination

In the case of Capita Customer Management Limited v Ali the Employment Appeal Tribunal («EAT») reversed the decision of the Employment Tribunal («ET») and ruled that an employer did not directly discriminate against men on grounds of sex by refusing a new father enhanced pay whilst on shared parental leave whilst female employees received enhanced maternity pay for the first 14 weeks of maternity leave.

When Mr Ali took leave he was informed that «he would not receive full pay if he took leave but would be paid at the statutory rate as would a woman taking shared parental leave.»

Pay freeze not validly implemented; notice provisions matter; enhanced pay for shared parental leaPay freeze not validly implemented; notice provisions matter; enhanced pay for shared parental leapay for shared parental leave?

Many employers who enhance maternity pay have chosen not to mirror this for shared parental leave, pending clarity as to whether this could be direct or indirect sex discrimination.