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UK govt. responds to call for pregnancy loss leave
The govt. backed proposals to amend the Employment Rights Bill to include statutory leave and pay for parents who suffer a pre-24-week pregnancy loss. In January the Women and Equalities Committee called for the ERB to include a right to two week’s paid miscarriage leave. Although the govt. initially signalled that it could not offer support, it formally responded to the WEC last week endorsing a statutory entitlement to miscarriage leave. It won’t follow the WEC’s proposed solution but will explore options for change during the House of Lords’ consideration of the ERB.
Office for Budget Responsibility yet to assess impact of Employment Rights Bill
The Office for Budget Responsibility’s March economic and fiscal outlook notes that it is not yet able to fully assess the economic and fiscal impacts of the ERB. This gap is relevant to the OBR’s overall economic and fiscal forecasts and a detailed assessment has not been made because of the need for detailed implementing regulations to bring aspects of the ERB into force. Crucially, the OBR notes, “Employment regulation policies that affect the flexibility of businesses and labour markets or the quantity and quality of work will likely have material, and probably net negative, economic impacts on employment, prices, and productivity”. The OBR plans to incorporate a central estimate of the aggregate impacts of the ERB’s policy package in its next forecast.
New family friendly workplace certification launched
Working Families, a UK charity for working parents and carers, and Family Friendly Workplaces, a global initiative to boost family-inclusive policies, have partnered to launch a new UK certification scheme. The Family Inclusive Workplace certification uses a framework of Global Work + Family Standards that align with United Nations’ Sustainable Development Goals. The certification has govt. backing with Minister Justin Madders commenting, “By embedding family-friendly policies, employers are not only creating better working environments but also strengthen their ability to attract and retain top talent, boost productivity, and support economic growth”. The certification process begins with a self-assessment to evaluate policies and practices against the Global Work + Family Standards.
Home Office announce changes to permitted deductions from applicants’ salary
New immigration rules will impact salary calculation for sponsored workers. The new rules will impact all workers who apply for their status from 9 April onwards. The key difference will be a requirement for sponsors to subtract values from their salary calculation if the worker will be required to make payments to their sponsor by either salary deduction, loan repayment, or investment. Salary subtraction will be necessary only where these payments are relevant to immigration costs. The change takes Home Office policy further than the existing position to prevent sponsors from passing on sponsorship costs to their workers which will remain prohibited. Where sponsors pay their workers’ immigration costs (or their dependants’ costs) without any requirement for repayment, no salary subtraction will be needed. Home Office guidance is expected in early April to explain this change further, but please contact Shara Pledger, UK Corporate Immigration team lead for any support needed.
This page is updated weekly with News and Views from that week’s employment weekly briefing email. For previous articles, please contact us: Employment Law Plus.
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Employment law horizon watching | Upcoming employment law changes