MEMBERSHIP INSIGHT
On your behalf Policy team update
Diana Bruce MCIPPdip, CIPP senior policy liaison officer, provides an update
Parental bereavement In September 2018, the Parental Bereavement (Leave and Pay) Bill
consultation (https://bit.ly/2uuaZKE) in April 2018 to gather views and opinions on the delivery of parental bereavement pay and leave. The consultation focused on several key areas of detail including: ● the definition of a ‘bereaved parent’ ● how and when to take parental bereavement leave and pay ● notice periods for parental bereavement leave and pay ● evidence of an employee’s right to take parental bereavement leave and pay ...vital that this statutory right is supported by clear, comprehensive and timely guidance At the time of writing the responses to this consultation were still being analysed by government, but as we stressed in our response to BEIS it is vital that this statutory right is supported by clear, comprehensive and timely guidance. The CIPP’s policy team will continue to work with BEIS and will look forward to reviewing draft guidance when it becomes available. The CIPP surveyed members and the wider profession to help inform our response to the consultation, full details of which can be found on our website under My CIPP/policy hub. If members have any questions or concerns regarding the implementation of parental bereavement leave and pay which was not raised
within our survey results and associated response, please email us at policy@cipp. org.uk and we shall continue to feed in your comments to the Statutory Payment Consultation Group. The CIPP frequently mention the high number of regulations that govern payroll and the associated processes. It may be of interest to know that no less than fifteen Acts of Parliament will be amended due to the introduction of the Parental Bereavement (Leave and Pay) Act 2018: ● Commissioners for Revenue and Customs Act 2005 ● Employment Rights Act 1996 ● Employment Act 2002 ● Finance Act 1989 ● Finance Act 1999 ● Finance Act 2000 ● Finance Act 2013 ● Income Tax (Earnings and Pensions) Act 2003 ● Income Tax Act 2007 ● Pensions Act 2008 ● Proceeds of Crime Act 2002 ● Social Security Contributions and Benefits Act 1992 ● Social Security Administration Act 1992 ● Social Security Contributions (Transfer Gender pay gap reporting The Treasury Committee has said that the impact of gender pay gap reporting will be reviewed in five years, indicating that it will not be extending reporting requirements to equity partners and company subsidiaries with fewer than 250 of Functions, etc.) Act 1999 ● Social Security Act 1989.
received Royal Assent and became the Parental Bereavement (Leave and Pay) Act 2018. The Bill was first introduced as a private member’s bill in 2016 with cross-party government backing so it was never really in doubt that the bill would be approved. The Act creates a statutory right to time off work for employed parents, with pay where eligibility requirements are met, following the loss of a child. Under the Act all employed parents will be given a day-one statutory right to two weeks’ leave if they lose a child under the age of 18 or suffer a stillbirth from 24 weeks of pregnancy. Parents will be entitled to this leave irrespective of their length of service with their employer and the entitlement will apply in respect of each child. Only employees with at least 26 weeks of continuous service will be entitled to statutory parental bereavement pay, as long their normal weekly earnings for the period of eight weeks ending with the relevant week are not less than the current lower earnings limit for National Insurance contributions. This is the first law of its kind in the UK which will support those affected by the tragedy of childhood mortality. The statutory right is expected to come into force in 2020 and the measures apply to Great Britain only. The Labour Market Directorate within the Department for Business, Energy and Industrial Strategy (BEIS) published a
| Professional in Payroll, Pensions and Reward | November 2018 | Issue 45 4
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