ACAS have published guidance for employers on how to deal with those employees who are experiencing bereavement, including best practice advice in relation to compassionate leave. The guidance follows research earlier this year by the National Council for Palliative Care which found that:
- 87% of people agree that all employers should have a compassionate policy, which includes paid bereavement leave
- Almost a third of employees who had suffered bereavement in the past five years felt they were not treated compassionately by their employer
- 56% of employees would consider leaving their job if they suffered a bereavement and if their employer did not provide adequate support
Shared Parental Leave – Further Guidance
The Government published guidance for employers in preparation for the new Shared Parental Leave provisions which come into force on 5th April 2015.
On 18 September 2014 the Department for Business Innovation and Skills (BIS) published an Employers’ Technical Guide to Shared Parental Leave and Pay intended to assist employers when they are implementing policies on shared parental leave and pay.
The technical guide gives more detailed guidance on leave and pay including practical examples and FAQ’s, as well as summarising the operation of the shared parental leave and pay scheme. It will be particularly useful to HR professionals.
The simpler guidance for anyone just wanting an overview can still be seen here.
Important changes to Employment Law from 1st October 2014
- Annual increase to the National Minimum Wage – up to £6.50 per hour for employees aged 21+ (£5.13 for those 18-20; 3.79 for those 16-17; £2.73 for apprentices)
- Prospective fathers will have the right to have unpaid time off to attend 2 ante-natal appointments (brief guidance from BIS for employers)
- Employment Tribunals will have the power to order employers found to be in breach of Equal Pay legislation to conduct Equal Pay Audits
If you would like to discuss any employment law or contract issues then contact Julia Furley on 0207 388 1658 or by email: email@example.com.
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Please note that the information contained in this article was correct at the time of writing. There may have been updates to the law since the article was written, which may affect the information and advice given therein.