The Bill provides for a minimum of 2 weeks of leave to be available to all employed parents who lose a child under the age of 18. If the Bill is passed and once it has been brought into force, parents will be entitled to this leave irrespective of the length of service with their employer, and the entitlement will apply in respect of each child. Employees will have the certainty of knowing their employer has a legal obligation to grant them Parental Bereavement Leave. Employers will have clear parameters for the minimum timeframes an employee is able to be away from work on Parental Bereavement Leave following the loss of a child. This will of course not prohibit employers going beyond that and providing more generous allowances. Parents whose average earnings over a prescribed reference period meet the Lower Earnings Limit and have at least 26 weeks’ continuous service with their employer (at the end of the week before the week of their child’s death) will be entitled to receive Parental Bereavement Pay. This will be paid by their employer but the employer will be able to reclaim a large proportion of it from HMRC. It will be paid at the statutory flat rate or 90% of weekly average earnings where that is lower. Existing provisions for other family related leave and pay rights, such as Maternity, Paternity, and Shared Parental Leave and Pay, will be unaffected by this statutory right. Parental Bereavement Leave and Pay will be a new, additional right. The Bill provides for certain details of the provisions for Parental Bereavement Leave and Pay to be specified in regulations by the Government, subject to agreement by Parliament. The Government wants to use this consultation to seek the views of parents and employers on several of these points so that the details are right. The CIPP policy team has produced a survey which includes 11 questions, six of which are multiple choice. The survey should not take longer than 10 minutes (unless you have a lot to say in the free text boxes) and we would really appreciate your input to help inform our response. Thank you.
The survey will close on Monday 28 May at 11.45.
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CIPP survey on enforcement of employment rights 30 April 2018
This survey will run until 13 May 2018. The Enforcement of employment rights consultation paper covers a number of different employment subjects and can be read in full at GOV.UK.
The survey focuses on two main areas and depending upon your experience and views should take no more than 10 minutes to complete.
Matthew Taylor made a number of recommendations in his Review. The government will be taking action on a number of the recommendations that include: • Accepting the case for the state taking responsibility for enforcing a basic set of core rights for vulnerable workers and gathering information to help determine the best next steps; Taylor had recommended that HMRC should take responsibility for enforcing the basic set of core pay rights that apply to all workers that include National Minimum Wage, sick pay and holiday pay for the lowest paid workers. • Seeking views on how best to establish a naming scheme for employers who do not pay employment tribunal awards; Taylor had recommended that Government should establish a naming and shaming scheme for those employers who do not pay employment tribunal awards within a reasonable time.
• Increasing the aggravated breach penalty limit to at least £20,000;
The Review had recommended that government should create an obligation on employment tribunals to consider the use of aggravated breach penalties and cost orders if an employer has already lost an employment status case on broadly comparable facts;
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
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