If you employ people who are parents or carers, they're entitled to certain legal rights relating to the way they work.
For example, they're entitled to have time off to look after their dependents, and they must have the ability to apply for flexible working if they've been your employee (not a worker or self-employed contractor) for at least 26 weeks.
While these laws are really created with the employee in mind, your business can also benefit from them by boosting staff morale and, in turn, employee retention and productivity.
This guide, written in collaboration with Heptagon HR and Wilkes Partnership Solicitors, is here to help you get clear on the different types of family-friendly rights and the responsibilities those rights mean for you as an employer.
What are the main types of family-friendly working rights?
1. Flexible working
This describes when the time or place that an employee works is tailored around their own needs and convenience. Find out more in our guide to flexible working.
Most common types of flexible working request
Flexible working requests from employees returning from maternity/paternity leave
This is quite a typical reason for flexible working – with new parents appreciating the ability to work around their changes in their personal schedules.
What to do when an employee requests flexible working?
All employers must follow a particular process in this scenerio so that every eligible employee's request is seriously considered and treated fairly. However, all explained, step by step, in our guide to flexible working, where you'll also find template flexible working policy and template letters for sending to your employee throughout the process.
For a summary, have a listen to Pam from Wilkes highlight the main, key points in the video below:
2. Maternity leave
New mothers could be eligible to take a total of 52 weeks of leave - see our employer's guide to maternity leave for more information.
Did you know that your employee's maternity leave can be shared?
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