The Government’s newest way of enabling parents spend time with their new baby came into force on 1st November 2019. This is called Parent’s leave.
What you need to know:
There is no requirement for employers to pay employees while on parent's leave. It will be up to each employer to decide if they want to top-up this payment. The advice would be to be consistent with approaches taken on the other family leave types.
What employers need to do now:
Company policies should now be reviewed and updated to reflect these changes. This will help you prepare for staff requests for parent’s leave. Should you get an employee request for parent’s leave, make sure you keep your paperwork & record keeping in order.
Bright Contracts has been updated with this policy so you can have peace of mind in knowing you are fully compliant with the new legislation.
The Government is working on a range of changes to help parents spend more quality time with their children. Last week, they published the new Parent's Leave and Benefit Bill 2019. This Bill is expected to be enacted on or before 1st November 2019.
The new Parent’s Leave & Benefit Bill introduces the concept of paid parent's leave for employees for the first time in Ireland. Originally called the ‘Parental Leave & Benefit Bill’, this has had a name change to the Parent’s Leave & Benefit bill to clearly differentiate parent's leave from parental leave (which is a separate entitlement!).
The Bill does not require employers to pay employees while on parent's leave. It will be up to each employer to decide if they want to top-up an employee's parent's benefit and, if so, by how much. The advice would be to be consistent with approaches taken on the other family leave types.
Company policies should be reviewed and updated to reflect the changes being introduced. This will help you prepare for any increase in staff requests. Make sure you keep your paperwork & record keeping in order.
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Many employees find it tough to balance their work responsibilities with the demands placed on them in their home and family lives. This is never more obvious than with the return of schools this week – school drop offs and collections, preparing healthy lunches for fussy little eaters, extra-curricular activities to attend, homework battles and an increase in time spent stuck in traffic are all too familiar occurrences come September….
Employers can support their staff by helping them adjust to their new daily routine through flexible working options and/or reduced hours working arrangements. Employers, however, will need to manage these requests carefully, ensuring there are no substantially adverse effects on their business. Very recently, there has been a number of changes made to Parental Leave that employers should be aware of.
As an employer, you will now need to update your Parental Leave policies to reflect these new changes (If you use our Bright Contracts package, we have updated these for you already in the Handbook section!). You need to put in place a process for keeping Parental Leave records – these need to be retained for 12 years.
You should review every application for Parental Leave very carefully – weighing up the impact of this request for both the staff member and your business. Parental Leave can be taken as either a block period or as single days. Staff must give you 6 weeks notice of any leave they wish to take. You can postpone a Parental Leave application request, based on business needs, for up to 6 months.
There is no doubt that employers are increasingly supporting their staff by helping them to balance the demands of working versus homelife. In this current climate of skills shortages and demands for talented, committed staff, it is hoped that progressive steps such as flexible working options will enable parents, juggling these conflicting demands, to remain in the workplace and feel supported by their employer when doing so.
Book a demo of Bright Contracts today to find out how you can keep your Parental Leave policies updated and compliant with employment legislation.