• Family Rights Policies For Your Employees

    Employees have several family rights identified in UK law such as maternity, paternity, and adoption leave, shared parental leave, flexible working arrangements, and the right to time-off for family, childcare, and dependent emergencies. Employment legislation governs the relationship between employers and employees and is designed to provide reassurance to both parties.

    Employment law is particularly detailed in the area of family rights where it defines the rights and obligations of each party. Whilst obligations are outlined in law, employers should develop policies for their staff handbook that explain their family friendly policies and the extent of any specific entitlements.

    365 Employment Law helps HR departments and business owners to develop documentation and policies that comply with employment legislation. Get in touch with our dedicated team of employment law experts for advice on drafting company policies and support with responding to flexible working requests, helping to highlight your standing as a family friendly employer.

  • What is Family Rights Law?

    Maternity Leave and Paternity Leave

    Statutory Maternity Leave is 52 weeks, consisting of Ordinary Maternity Leave for the first 26 weeks and Additional Maternity Leave for the last 26 weeks. Taking the full 52 weeks is not compulsory, but at least 2 weeks of leave must be taken following the birth of the baby, or at least 4 weeks of leave from a factory job.

    Statutory Paternity Leave must be taken after the birth of the baby and is either 1 week of leave, or 2 weeks of leave taken together or separately.

    Adoption Leave

    Statutory Adoption Leave is designed to help the adopting parent adjust to their new role and bond with the child.

    Statutory Adoption Leave is 52 weeks, consisting of Ordinary Adoption Leave for the first 26 weeks and Additional Adoption Leave for the last 26 weeks. The leave is available to both parents but can only be taken by one parent; the other parent can take paternity leave instead.

    Shared Parental Rights

    Shared Parental Leave enables parents who meet the eligibility criteria to share up to 50 weeks of leave within the first year of the child being born or placed with the family. This can be taken in blocks separated by periods of work or all in one go.

    A portion of one parent’s Statutory Maternity Leave entitlement must be given up in order for a couple to qualify for Shared Parental Leave.

    Flexible Working

    From their first day in a job, employees have the legal right to request flexible working, meaning a way of working that suits their needs, through a statutory application. The employee’s application may include a change to:

    • The number of hours they work;
    • When they start or finish work;
    • The days they work;
    • Where they work.

    Employers must handle statutory applications in a reasonable manner. This may involve assessing the advantages and disadvantages of the application, discussing possible alternatives to the request, and offering an appeal process.

    Surrogacy

    Every pregnant employee has the right to 52 weeks’ maternity leave and to return to their job after this. What a surrogate does after the child is born does not affect their right to maternity leave.

  • Employment Contracts

    An employment contract is a legally binding agreement between an employer and an employee which sets out the implied and explicit terms and conditions of the employment.

    Employment contracts can be agreed both verbally and in writing. Some parts of an employment contract can be agreed through conduct in situations where someone’s actions show there is an agreement, even though they have not written it down or spoken about it.

    Employment contracts are critically important as they ensure both the employee and employer have a clear understanding of what is expected and obligated during the term of employment. For support with creating employment contracts and ensuring your contractual obligations are met, reach out to us for an informal conversation with one of our dedicated employment law experts.

    Family Friendly Policies

    No matter their personal circumstances, flexible working arrangements are beneficial for the vast majority of employees, as it allows them to make their own choices about their working week and feel trusted. For millions of parents, carers, older people, and people with long term health conditions, flexible working can be the difference between working and not working.

    Flexible working can involve a change to the employee’s number of hours worked, start and finish times, days worked, and work location, including working from home. Enabling employees to adjust their work around their routines and responsibilities outside of work can help them to organise their working week more efficiently, reduce their stress levels, and improve their focus during working hours.

    Including family friendly policies in your employment contracts and company handbooks can be hugely beneficial, not just for your employees, but for your business. Enabling flexibility will reduce your employees’ stress levels and allow them time to take better care of themselves, which will ultimately give the business a happier, healthier employee base.

    Get in touch with our friendly team for advice and support with drawing up family friendly policies for your employment contracts and company handbooks.

    The Importance of the Work Life Balance

    A solid work life balance for all employees is the foundation of a healthy and successful company culture. It can lead to increased employee satisfaction, productivity, and retention whilst also minimising employee stress and burnout, making it crucial for both employees and companies.

    Our knowledgeable team of employment law specialists can advise and support you in making changes to improve the work life balance within your organisation. Reach out to us today for an informal conversation about how we can help bring your ideas and goals for your company culture to life.

    Benefits of Family Friendly Policies

    Benefits for Companies

    Companies who ensure their employees receive a healthy work life balance will benefit from the following:

    • Increased employee retention;
    • Improved team morale and collaboration;
    • Enhanced creativity and innovation;
    • A positive employer reputation; and
    • Reduced staff turnover costs.

    Benefits for Employees

    Meanwhile, employees who benefit from a healthy work life balance will experience the following:

    • Improved mental and physical health;
    • Higher job satisfaction and engagement;
    • Enhanced productivity;
    • Better time management skills; and
    • Reduced absenteeism and turnover.
  • Areas We Cover

    At 365 Employment Law, we provide comprehensive employment law services to businesses in Littlehampton, Bognor Regis, Chichester, and Brighton. Our team of experienced employment lawyers is committed to ensuring all our clients receive legal advice and representation tailored to their specific needs.

    Why Choose 365 Employment Law For Help With Your Family Friendly Employment Policies?

    Our dedicated team of employment law specialists have extensive experience advising and supporting businesses with creating and improving their family friendly employment policies. If your company is looking for employment law advice and support, 365 Employment Law will work with you every step of the way to redefine your company policies and ensure your organisation is compliant with any and all relevant employment laws.

    We have a wealth of experience advising employers across Sussex in all aspects of employment law. We support employers in a range of contentious and non-contentious employment law matters based out of our office in Worthing, West Sussex. Get in touch with our friendly team today for an informal conversation about your business needs.

  • Frequently Asked Questions

    Am I legally obligated to offer family friendly employment policies?

    Certain family-friendly rights are mandatory in the UK such as maternity leave, paternity leave, and the right to request flexible working. Additional family friendly policies can be provided at the employer’s discretion, unless other rights are specified in an employee’s contract of employment or another mutual agreement.

    Can I refuse my employee’s flexible working request?

    Companies can only refuse flexible working requests if there is a valid business reason, such as the operational needs of the business or the impact the request would have on other employees. A fair process must be followed and a written explanation for the refusal must be provided to the employee. However, the employee will have the right to appeal your refusal. Get in touch with our friendly team for more information on the appeal process.

    Are family friendly policies the same for all employees?

    Your family friendly policies should be available to all your employees. However, some employees may have specific rights, such as employees with tenure. These policies should be applied fairly across the board and remain in line with anti-discrimination laws to avoid potential employee claims.

    Are family friendly policies available to part time employees?

    As long as they meet the eligibility criteria, part time employees are entitled to the same family friendly policies as full time workers, including maternity and paternity leave, shared parental leave, and the right to request flexible working.

    Are there tax benefits for offering family friendly policies?

    Employers may be able to access certain tax benefits for offering family friendly policies, such as tax relief for providing childcare vouchers or contributions to employee wellbeing schemes. Contact us for further information and guidance on how these benefits could apply to your business.

    Can my employee take leave to care for a sick family member?

    Employees are entitled to take leave to care for a sick family member, known as dependant leave. While employees have no legal entitlement to paid leave for this purpose, employees are entitled to receive reasonable unpaid time off to deal with emergencies. However, employers may wish to offer paid leave as part of their family friendly policies.

    Can my employee take leave for a child’s school events or other appointments?

    Employees have the right to take time off to attend a child’s school events or appointments, although this is typically unpaid leave unless covered by the employer’s policy. However, many employers do offer paid time off for this purpose.