As many of you are aware, I am a Life and Career Coach with extensive experience in HR and People and Culture consulting. I understand that many of the individuals I support are now in Leadership positions, managing teams either through their own managerial skills or due to their excellence in their roles. While this article diverges from my usual coaching topics, I believe it's crucial for anyone managing staff to be informed about the recent changes to family-friendly policies in the UK. Understanding these updates is essential for supporting your team effectively and fostering a positive workplace environment.
Family-friendly policies are evolving rapidly in the UK, reflecting a growing recognition of the importance of work-life balance. On Wednesday, 21st June, Peninsula HR Consultancy hosted an insightful webinar with Nicole Whittaker, focusing on the recent changes to family-friendly laws and upcoming potential amendments. As a manager, it’s crucial to understand these changes, not just to comply with legal requirements but to support your employees effectively. Engaging with your HR/People and Culture teams is essential, but self-education on these laws is equally beneficial. Here’s an in-depth look at the current landscape and practical advice on managing these situations.
Current Focus on Family-Friendly Policies
Family-friendly policies are gaining significant attention from politicians, particularly during this period of manifesto sharing. These policies are not just theoretical; they impact real people in real jobs. For instance, approximately 600,000 children are born annually in the UK, equating to 1.2 million potential parents, many of whom are part of the workforce. Additionally, there are around 3,500 adoptions each year, introducing another 7,000 new parents. These numbers underscore the importance of supportive workplace policies.
Enhanced Family Leave Provisions
Recent enhancements to Maternity, Paternity, Adoption, Parental, Shared Parental, Parental Bereavement, Carers Leave, and Time Off for Dependents (TOFD) have significantly improved employee entitlements. Understanding these changes can help managers provide the necessary support and foster a positive work environment.
Time Off for Dependents (TOFD)
TOFD is an area where Peninsula receives the most queries. This leave is unpaid and intended for unavoidable or unexpected emergencies. If an employee’s child is frequently sent home from school, for example, TOFD would only cover the initial instance. For repeated occurrences, the employee is expected to make alternative arrangements. Regular patterns of TOFD use should prompt a conversation with the employee to discuss and plan better solutions.
Employees are entitled to 52 weeks of maternity leave, with up to 39 weeks paid. As a manager, ensure a risk assessment is conducted and kept up-to-date, I’d also advise that you issue a letter to the employee explaining their rights and what has been discussed, in terms of dates, Keep In Touch (KIT) days and return etc.. Employees should also receive reasonable time off for antenatal appointments. Up to 10 KIT days are available during maternity leave, which can be useful for employees wanting to stay connected. KIT days are flexible and can include activities like attending an online team meeting, easing the transition back to work. Additionally, consider implementing a staggered return over a month to help both parties readjust smoothly.
Paternity leave provisions are less generous compared to maternity leave, with an entitlement of just 2 weeks, which can be taken either consecutively or separately within the first year. Adding some holiday or TOIL (Time Off in Lieu) to this period can be beneficial, as two weeks is often insufficient for new parents. Flexibility and understanding from the manager can greatly enhance the employee’s loyalty and respect towards the company.
Shared Parental Leave (SPL) allows parents to share up to 50 weeks of leave and 37 weeks of pay. However, the total allocation is shared between parents, not doubled. Many new mothers prefer to take their leave up to six months to bond with their baby, often driven by financial considerations. Managers should remember that continuous leave requests cannot be refused, while split requests can be. Handling these requests with empathy and flexibility reflects positively on the company’s culture and can improve overall staff morale.
Unpaid Parental Leave is often underutilised due to financial constraints. Employees can request up to 18 weeks of unpaid leave for children under 18, limited to a maximum of four weeks per year per child. Employers can reject requests if they have an “unreasonable” impact on the business. While statutory allowances can be minimal, managers can demonstrate support and understanding by accommodating these requests whenever possible, enhancing employee loyalty and respect.
Carers Leave is another critical area, offering one unpaid week per year for employees to care for dependents. While this may seem meagre, providing additional support can significantly boost employee morale and loyalty. If an employee has been dedicated and reliable, supporting them during difficult times fosters a positive and supportive work environment.
Legal Protections and Managerial Responsibilities
A significant change in family-friendly policies is the enhanced legal protection for employees requesting leave. As a Coach, many of my clients are in Leadership roles so I thought it useful to ensure they are all updated! It is now unlawful to dismiss or disadvantage anyone requesting family leave, whether the request is verbal or written. Discriminating against employees returning from family leave by making them redundant is also illegal. They now have additional protection for six months post-return. If an employee is underperforming, address this through capability processes, not redundancy. Managers should be patient and supportive, as it can take time for employees to regain full productivity after a long absence.
Looking Ahead
As election manifestos continue to emerge, family-friendly policies are expected to remain a key focus, with potential for even more generous provisions. Staying informed about these changes is crucial for managers. When in doubt, consult your HR team and maintain open communication with your employees to ensure everyone’s needs are met effectively.
Conclusion
The landscape of family-friendly policies in the UK is evolving, reflecting a growing recognition of the importance of supporting employees’ work-life balance. By understanding these changes and managing them with empathy and flexibility, managers can foster a positive and supportive work environment. Engaging with HR teams and staying informed about legal requirements are essential steps in navigating these changes successfully. Remember, showing compassion and understanding towards your employees not only complies with legal standards but also builds a loyal and motivated workforce. For more detailed information on specific policies, visit Peninsula HR Consultancy’s webinar page
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