the status of contractors and to dissipate the mist of uncertainty that has surrounded the IR35 rules”.
“Being involved in the IR35 Forum has provided a unique platform for taking forward the views and recommendations of recruiters in sectors such as technology, engineering and interim management. Whilst the discussions are taking time, we are working hard to establish common ground with HMRC and remain confident that we can help deliver genuine simplification for recruiters and the contractors they place.”
Modern Workplaces Consultation
RADICAL REFORMS FOR PARENTAL LEAVE AND FLEXIBLE WORKING
18 May 2011 The government have today launched a consultation on plans to introduce a new system of flexible parental leave from 2015 as part of its plans to create a modern workplace for the modern economy. Under the proposals, once the early weeks of maternity and paternity leave have ended, parents will be able to share the overall leave allowance between them. Unlike the current system this leave could be taken in a number of different blocks and both parents could take leave at the same time. Crucially employers would have the ability to ensure that the leave must be taken in one continuous period if agreement can not be reached. They will be able to ask staff to return for short periods to meet peaks in demand or to require that leave is taken in one continuous block, depending on business needs. The CIPP would like to respond to the consultation on member’s behalf so we will publish a survey shortly but in the meantime, the consultation includes the following proposals: Flexible Parental Leave 18 weeks maternity leave and pay – in one continuous block around birth. Four weeks of parental leave and pay exclusive to each parent to be taken in the first year. 30 weeks of additional parental leave available to either parent - of which 17 weeks would be paid and can be broken in blocks between parents. Flexible Working Extending the right to request for all workers who have been with their employer for 26 weeks. The Government will consider publishing a statutory Code of Practice for businesses and will propose that employers should be allowed to take into account employees individual circumstances when considering conflicting requests. There are no plans to alter the current 8 business reasons for a business to turn down a request. The Government recognises that legislation is not the only answer to promoting flexible working practices. Non-legislative measures are being developed to promote flexible working opportunities both for those with a job and for those looking for one. Equal Pay Employment Tribunals that have found an employer to have discriminated on gender in relation to pay will order the employer to conduct a pay audit and publish their results. Except in some circumstances, such as where an audit has already been conducted. Further information
CIPP Policy News Journal
09/10/2012, Page 223 of 234
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