Confused by your employees’ parental rights? Not anymore…
Parental rights cover time taken off work for family reasons, such as:
However, what you may not realise is that these rights actually start prior to the birth/adoption, as parents-to-be are also entitled to take time off to attend ante-natal classes and adoption meetings – so you’ll need to plan client appointments around any leave that’s been organised.
Leave entitlements – what do you need to discuss with your staff?
The maximum entitlement to statutory maternity and adoption leave is 52 weeks, meaning your employee could be away from your salon for up to a year.
Before maternity/adoption leave starts, you should discuss what will happen during their year of absence, such as:
- Keeping in contact
- How clients might be spread out between other staff
- Whether the employee might use ‘Keeping in Touch’ days for certain pre-booked events
Employees have a legal right to come back to work in your salon at the end of their family-related leave, but the exact details of the job they can come back to depends on how long they take off.
To pay or not to pay?
Some time off for family reasons is paid, and some is without pay. In the main, where time off is with pay, it will be on a reduced level set by the law – and in some circumstances, what you pay out can be claimed back from the Government, regardless of the size of your salon.
What about dismissals and redundancies of pregnant staff?
Dismissing an employee – or even refusing to employ someone – because they’re pregnant isn’t advisable, because there are special protections in place for pregnant women, and it might be seen to be pregnancy or sex discrimination if this happens.
To get some immediate advice on any issues, call one of our expert advisors on 0800 028 2420. Alternatively, request a free consultation with our experienced team.