Employment Law Update | Changes to family-friendly rights and flexible working
Several employment Bills that could significantly enhance the working rights of parents and carers are currently making their way through Parliament. With final decisions expected in the coming months, are you prepared for what lies ahead and ready to adapt your processes and policies accordingly?
Join our latest Employment Law Update to discover the aims, impact, and possible implications of each Bill so that you’re armed and informed. Plus, learn what the Spring Budget means for employment law, and get a useful update on other notable reforms, including the highly controversial Retained EU Law Bill.
27 April at 2.00 pm
Hosted by Head of Team and Solicitor Alexandra Farmer, this live one-hour webinar will give you the lowdown on key proposed enhancements to employment rights that could be just around the corner. Crucially unpicking how we expect these to impact employers’ working practices, and what challenges they may create in the future.
The session will focus in particular on the government’s intention to better support working parents and carers through the provision of additional protections from redundancy, entitlements to additional leave, and increased flexible working rights.
We’ll be talking frankly about which measures we expect to make a real practical difference to employers and employees alike, and which are unlikely to have a substantial impact despite making headlines.
Most importantly, we want to address any questions or challenges you feel these changes may pose to your organisation, so we welcome you to submit them in advance via the registration form.
Here’s a round-up of the Bills and Consultations we’ll be covering, and what they could mean if brought into effect:
This Bill could: Prevent employers from dismissing women during pregnancy, as well as afford new parents extended protections when they return from maternity, adoption and shared parental leave.
This Bill could: Give employees the right to statutory leave and pay in the event that their baby requires neonatal treatment, for example as a result of medical complications or premature birth.
This Bill could: Give employed carers the right to take up to one week of unpaid leave per year to handle planned caring commitments.
This Bill could: Give (all) employees more flexibility over when, where and how they work.
This Bill could: Allow the government to retain, repeal or replace EU law more easily, potentially impacting the likes of TUPE, holiday pay and agency worker rights.
This Code of Practice could: Clamp down on fire and rehire tactics by setting out a prescriptive procedure for employers to follow when changing an employee’s contract.
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