Sentences with phrase «shared parental leave»

Reading by YOU THE DADDY entitled «Why dads aren't taking up shared parental leave (but why we all should)» has made me think back to last year when... Read More»

A study by Working Families, found that of the 48 % of fathers who would not take up shared parental leave, a third said it was because they couldn't afford to.

Although shared parental leave might be a welcomed in spirit, in practice we will have to wait and see how many take advantage of it and what affect it has on couples and wider society.

If they choose to bring their leave and pay or allowance to an early end, eligible working parents can share the balance of the remaining leave and pay as shared parental leave and pay up to a total of 50 weeks of leave and 37 weeks of pay.

It will encourage growth in the childcare sector, introduce a new system of shared parental leave and ensure children in England have a strong advocate for their rights.

Three quarters (75 %) of men who are already fathers said that if shared parental leave had been an option when they first became a parent, they would have taken that option.

In a recent survey of ours, 81 percent of respondents said shared parental leave and more shared responsibility associated with child rearing would help break down unconscious biases and improve gender diversity at work.

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.

In its view, the purpose of this part of maternity leave is to protect the health and wellbeing of the mother during pregnancy and following childbirth, and therefore this leave is not comparable to shared parental leave, the purpose of which is to care for the child.

The Department of Business, Energy and Industrial Strategy started a new campaign in February called «Share the Joy» which stated that «around 285,000 couples are eligible every year for shared parental leave, but take - up could be as low as 2 %».

Pay freeze not validly implemented; notice provisions matter; enhanced pay for shared parental 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.»

At that point it may be possible to draw a valid comparison between a father on shared parental leave and a mother on maternity leave».

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.

The policy in place at the relevant time was that mothers were paid at an enhanced rate for up to 26 weeks of shared parental leave, (and at the statutory rate for 13 weeks thereafter) but there was no equivalent benefit for fathers, who were only entitled to statutory shared parental pay for the duration of their period of leave.

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.

You will have heard at the beginning of October that George Osborne announced that the government plans to extend the current law in relation to shared parental leave.

This case is the first challenge to an employer's decision about enhanced pay during a period of shared parental leave.

This month's bulletin contains five short articles on (i) settlement agreements; (ii) approaching changes in employment law; (iii) holiday pay; (iv) judicial assessment; and (v) shared parental leave.

The total of 52 weeks leave that is currently provided under the shared parental leave provisions will not be extended.

As of April 2015, shared parental leave (SPL) entitles eligible mothers and partners to share their leave entitlement following birth or adoption.

Both employers and employees should be aware that shared parental leave pay is only paid for a maximum of 37 weeks — any additional weeks of leave are unpaid.

Mr Ali was told by Capita that whilst he would be eligible for shared parental leave he would only receive statutory shared parental pay.

Do these employers now need to mirror those arrangements for individuals taking shared parental leave and pay?

The Regulations do not require employers who offer enhanced maternity packages to match those for anyone taking shared parental leave.

The Bar Council has published a new guide on shared parental leave, to help barrister parents share their child care duties more fairly.

George Osborn announced at the start of the Conservative Party conference that the Government plans to extend the existing shared parental leave system to include grandparents.

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.

• Statutory payments — we will have the usual statutory payment increases in April 2018 which will include an increase from # 140.98 to # 145.18 in respect of statutory adoption, maternity, paternity and shared parental leave pay and an increase from # 89.35 to # 92.15 for statutory sick pay.

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

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.

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).

The research carried out asked 200 HR directors from various industries what percentage of their male employees had taken shared parental leave.

At the start of the month, there was widespread reporting about the poor take up by men of shared parental leave — a policy introduced in April 2015 providing men with the opportunity to care full time for their new baby.

Accordingly, the 1 % figure is not the percentage of new fathers who have taken up shared parental leave, it is the percentage of all men whether or not they are eligible for the leave or even have children.

From 5th April 2015, the Work and Families (NI) Act 2015 introduced shared parental leave and statutory shared parental pay to Northern Ireland.

They also want to allow workers the right to a period of a year's unpaid leave to care for a relative, as well as working to increase the uptake of flexible working environments and shared parental leave as the UK still lags behind the EU in this area.

The introduction of shared parental leave (SPL) next month could lead to «a battle of the sexes in the courts», a leading employment lawyer has warned.

In contrast, the purpose of shared parental leave is the care of a child.

Very few men take shared parental leave and Annelise Tracy - Philips discusses how employers can address potential stigma around male staff taking shared parental leave in an article for Employee Benefits.

Overturning the tribunal's decision, the EAT held that a father taking shared parental leave is not comparable with a woman on maternity leave.

The basis of the claim is that the rate of pay for shared parental leave is the same for both father and mother, but it has a disparate impact on fathers because they, as opposed to mothers, have no other choice.

The EAT left open the question of a man on shared parental leave who seeks to compare himself with a woman at a later stage of her maternity leave.

Take up of shared parental leave has been reported to be as low as 2 % nationally, and campaigners and backbench MPs have pressed the government to replace it with an extended period of paid paternity leave, which is common in Scandinavian countries.

Addleshaw Goddard's commitment is further outlined by its investment in an annual female development programme, truly flexible shared parental leave package which mirrors the enhanced pay offered to maternity leavers and its support of a wide range of agile working arrangements, from term - time working to home working to reduced hours, with around 70 % of workers reporting working flexibly, regularly or from time to time.

In my department, we boosted the advanced manufacturing and creative industries, undertook corporate governance reform, introduced shared parental leave and flexible working, rescued the Post Office and much else.

@EmmaBarnett finds out that the Minister for Small Business, @AndrewGriffiths, who is being interviewed to promote shared parental leave - can't take shared parental leave himself, because he's a minister.

«You've just come on the radio to promote shared parental leave and you're in a job where the rules could be changed because you are the rule - makers, where you're not allowed to take shared parental leave?»

But having imparted the joyous news, the minister — who is responsible for shared parental leave — then dropped a bombshell.

Somewhat awkwardly, Griffiths» revelation came as he was in the middle of publicising a new government drive to encourage higher take - up of shared parental leave.