Parental leave packages are used by companies to close the gender pay gap.
Tags: Shared parental leave
Webinar, hosted by experts, discussing Paternity Leave, Families and the Government’s Good Work Plan to be held today.
In this webinar we’ll be sharing the results and insights from My Family Care’s New Parent Transition Benchmark. It’s been designed to shed light on changes to benefits and policy in this area, high-lighting innovative practice and the impact that organisations have seen as a result.
The just-launched Benchmark report by Bright Horizons / My Family Care in partnership with HRreview provides employers with headlines on current policies.
New research suggests it’s time that workplace culture evolved to ensure fathers are confident their rights as parents will be respected. Read the story here.
Find out why new working dads in the UK don’t take advantage of Shared Parental Leave (SPL), although they really do want the time off to care for their baby.
The CIPD has called for a step change from UK Government and employers as research finds that support for working parents still isn’t hitting the mark.
Shared parental leave (SPL) was brought into this world kicking and screaming on 5 April 2015. Aimed at providing greater choice and flexibility in caring for children during the first 12 months after birth, parents are entitled to split a total of 52 weeks’ leave, receiving some payment for 39 of those weeks.
True but completely unfair. Before I explain why let me set out a bit of background. The world would be a million times better – actually $12 trillion better – if we truly had equality. But equality is a long and complex journey. It doesn’t only involve recognising female talent (the best businesses already bend over backwards to help their best women fulfil their potential); it also involves changing the world so that men and women do the jobs they are best suited to rather than the ones society tells them to do.
2016 is just around the corner, believe it or not, so what can the HR world anticipate as we enter the latter half of the second decade of the 21st century. Here are some key events to be prepared for:
Employers may struggle to deal with the influx of grandparents expected to claim shared parental leave, Michael Briggs, a senior associate at law Shoosmiths has written in an article for The Charted Institute of Personnel and Development (CIPD).
With life expectancy increasing and retirement being pushed further and further back, working grandparents are becoming more and more commonplace. In response Chancellor George Osborne has announced that shared parental leave will be extended to allow grandparents to be able to take care of their grandchildren.
Tina Wisener: Netflix premieres 12 months paid parental leave for all, but can UK employers pick and choose who gets it?
Netflix has announced that its employees can take as much time off as they wish during the first year after their child’s birth or adoption and still be paid in full.
Zee Hussain, Partner at Colemans-ctts and Head of the Employment Department, looks at recent childcare initiatives proposed by both the new government and businesses.
New dads who work for Virgin will able to take a full 12 months paid paternity leave. The offer is available to both mothers and fathers as well as people who adopt.