Sentences with phrase «shared parental pay»

The provisions create a new employment right to shared parental leave and statutory shared parental pay for eligible working parents.

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.

The immediate conclusion from the case is that differences between maternity pay and shared parental pay remain lawful, for now, and there is no legal obligation to change them.

A recent case has provided employers with helpful guidance as to whether they need to match enhanced maternity pay with equivalent shared parental pay.

Action point: Employers who pay more than 26 weeks enhanced maternity pay, but a lower amount of shared parental pay, may want to risk - assess this policy.

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.

In Ali v Capita Customer Management Ltd, a father succeeded in his claim for direct sex discrimination when he was told that shared parental pay only entitled him to 2 weeks full pay following the birth of his child and not the 14 weeks granted to women on maternity leave...

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.

Male rights to enhanced shared parental pay clarified — for now A recent case has provided employers with helpful guidance as to whether they need to match enhanced maternity... Read more →

Writing in NLJ this week, Julian Yew, employment partner at Penningtons Manches, says businesses considering operating an enhanced shared parental pay scheme will have to evaluate whether offering enhanced pay to mothers but not fathers would amount to sex discrimination.

The level of statutory maternity, adoption, paternity and shared parental pay increases from # 140.98 to # 145.18 from 1st April 2018.

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.

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

One option to help dads spend more time with their new borns is shared parental leave (SPL), which allows parents to split up to 52 weeks off between them, as well as up to 39 weeks of statutory 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.

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

The government should consider equalising statutory maternity pay and shared parental pay — to prevent SPL being a second - class option and encourage more fathers to use it.

See also the references below for information from GOV.UK about paternity pay and leave, shared parental pay and leave, and adoption pay and leave.

So, here's what you need to know so you can plan and budget accordingly: as of April 2017, statutory maternity, paternity, adoption and shared parental pay will increase to # 140.98 per week.

The Employment Appeal Tribunal (EAT) has given judgment this week in an eagerly awaited discrimination case regarding the enhancement of maternity and shared parental pay.

• Statutory Pay Rates increase to # 145.18 per week for statutory maternity, adoption, paternity and shared parental pay.

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

They will also be allowed to share statutory shared parental pay, which amounts to # 139.58 per week, or 90 % of average weekly earnings, whichever is lower.

Statutory maternity, paternity, adoption, shared parental pay and maternity allowance will all be # 145.18 a week (up from # 140.98).

However, there are no changes to statutory maternity, paternity, adoption or shared parental pay, which will all stay at # 139.58 a week.

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

From 2 April 2017, the standard rates of statutory maternity pay, statutory paternity pay, statutory adoption pay and statutory shared parental pay will rise from # 139.58 to # 140.98 per week (or 90 per cent of the person's average weekly earnings if lower) in accordance with the Social Security Benefits Up - rating Order 2017 SI 2017/260.

Families will also be able to share the statutory shared parental pay, which is the lower of # 139.58 per week or 90 % of earnings.

Home > Europe > EAT holds that paying enhanced maternity pay, but only statutory shared parental pay, is capable of amounting to indirect sex discrimination.