36% of private sector employers agree that it is reasonable to ask women about their plans to have children in the future during recruitment 59% agree that a woman should have to disclose whether she is pregnant during the recruitment process 46% of employers agree it is reasonable to ask women if they have young children during the recruitment process 44% of employers agree that women should work for an organisation for at least a year before deciding to have children 44% of employers agrees that women, who have had more than one pregnancy while in the same job, can be a ‘burden’ to their team 40% of employers claim to have seen at least one pregnant woman in their workplace ‘take advantage’ of their pregnancy 33% of employers believe that women who become pregnant and new mothers in work are ‘generally less interested in career progression’ when compared to other employees in their company 41% employers agreed that pregnancy in the workplace puts ‘an unnecessary cost burden’ on the workplace The poll also highlighted that employers are struggling to provide pregnant women and new mothers with the support they need: 51% of employers agree that there is sometimes resentment amongst employees towards women who are pregnant or on maternity leave 36% of employers disagree that it is easy to protect expectant or new mothers from discrimination in the workplace. The EHRC is calling on employers to put a stake in the ground to eliminate these attitudes and, more importantly, pregnancy and maternity discrimination in the workplace for good. The Working Forward campaign asks businesses to commit to taking action on at least two of the three action areas in addition to leadership: employee confidence, supporting line managers and flexible working. It also provides employers with advice, guidance and resources to deliver on their pledges.
For further details, go to EHRC’s website .
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Drive to increase shared parental leave 16 February 2018
According to the Department for Business, Energy & Industrial Strategy (BEIS) around 285,000 couples every year qualify for Shared Parental Leave, but around half of the general public are unaware that the option exists for parents and take up could be as low as 2%.
HM Government has launched a new ‘Share the joy’ campaign which promotes shared parental leave rights for parents to try and encourage more parents to take up the offer of Shared Parental Leave in their baby’s first year.
The new Shared Parental Leave (SPL) campaign website has detailed information and guidance for existing and expecting parents and for employers and also showcases testimonials from real-life couples taking advantage of SPL.
The campaign is part of the government’s commitment to raise awareness of employment rights, in a drive to boost job satisfaction and productivity as part of the modern Industrial Strategy and Good Work Plan , and also to deliver the pledge to not just protect, but to build on workers’ rights. The workplace right for eligible parents was introduced in 2015 and allows them to share up to 50 weeks of leave and 37 weeks of pay after having a baby. They can take time off separately or they can be at home together for up to 6 months.
BEIS advocate that the policy benefits employers who can retain talent in their workforce and can contribute to closing their gender pay gap.
Shared parental leave and pay The CIPP run a half day training course which includes detailed information regarding shared parental leave. The
The Chartered Institute of Payroll Professionals
Policy News Journal
cipp.org.uk
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