Neonatal leave and pay (closing date: 11 October 2019)
An internal review by the Department for Business, Energy and Industrial Strategy highlighted that parents of premature, sick and multiple babies can experience significant challenges, particularly in cases where their baby or babies need neonatal care for a number of weeks or months. Evidence gathered so far suggests that current leave and pay entitlements do not adequately support parents in these circumstances. In response, the government is seeking views on a proposed new entitlement to Neonatal Leave and Pay for parents of babies who require neonatal care following birth.
Transparency of flexible working and family related leave and pay policies (closing date: 11 October 2019)
Many employers already consider carefully how to offer roles that can be done flexibly. However, to help ensure this good practice is spread more widely, government is consulting on measures to encourage all employers to consider advertising all jobs as flexible from the outset. Also under consideration is the possibility of a requirement for large employers (those with 250 or more employees) to publish their family related leave and pay and flexible working policies to align with the overarching approach to gender pay gap reporting. This would help ensure that job applicants can make informed choices and eliminates concerns around asking about employer policies which could discourage employees from applying to a wide range of jobs. CIPP comment During the course of the consultation period, the CIPP policy team will be surveying our members and the wider payroll profession. Further to this we may also hold a think tank roundtable meeting to discuss the implications of these proposals, but we are mindful that there are several consultations running over the summer period so we will aim to schedule considerately. Our policy think tanks are open to full, fellow and chartered members and invitations will be sent out directly in due course, however if you wish to note your expression of interest on the three areas within this consultation, please email us at policy.
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Labour Market Enforcement Strategy 2019/20 25 July 2019
The Labour Market Enforcement Strategy 2019 to 2020 has been published which makes a number of recommendations across the three main enforcement bodies.
The role of Director of UK Labour Market Enforcement (DLME) came into play in January 2017, following the introduction of the Immigration Act 2016. The role was established to bring together a coherent assessment of the extent of labour market exploitation, identify routes to tackle exploitation and harness the strength of the three main enforcement bodies: • HM Revenue and Customs National Minimum Wage (HMRC NMW) • Gangmasters and Labour Abuse Authority (GLAA) • Employment Agency Standards (EAS) Inspectorate
Sir David Metcalfe was appointed to the role and his remit spans the whole of the compliance spectrum, from relatively minor underpayment of NMW all the way through to serious labour exploitation within modern slavery.
The DLME Strategy 2019/20 makes 12 recommendations spanning three cross-cutting themes: • prioritisation of enforcement resources; • helping employers get it right; and
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