In April 2024 it is expected that the period of special protection from redundancy for employees who are on maternity leave, adoption leave or those on shared parental leave will be extended. Further, from April 2024, changes to flexible working requests come into force.
Read on to find out more.
Protection from Redundancy
At the moment, the Maternity and Parental Leave Regulations 1999 provides protection to parents on maternity leave, adoption leave or shared parental leave to be offered a suitable alternative role, when one is available, in a redundancy situation during their leave. To put it simply, this gives them priority over other employees’ ‘at risk’ of redundancy.
The above protection will remain in place, but it has been laid down in the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024 to extend this protection and bring the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 into force.
The extension will include:
- Maternity Leave: the protected period will cover pregnancy and protection will remain for 18 months from the first day of the estimated week of childbirth.
- Adoption: Similarly, protection for adoption will increase to 18 months from placement for adoption.
- Shared Parental Leave: Again, the protected period will cover 18 months from birth, as long as the parent has taken a period of six consecutive weeks of shared parental leave.
- Pregnancy: new redundancy protection will apply where the employer is notified of pregnancy on or after 6 April 2024.
The regulations remain draft and they may be subject to change.
Flexible Working Request
Presently, you have to be employed for at least 26 weeks before making a request to work flexibly. However, from 6 April 2024 the Flexible Working (Amendment) Regulations 2023 will come into force which gives employees the right to request flexible working arrangements from day one of their employment. Further, employees will be able to make two requests within a 12-month period, compared to one single request currently permitted.
Lincs Law Employment Solicitors Can Help You
If you would like advice on your own situation please contact us for a free enquiry on 01522 440512 or via the web chat or contact form on our website at www.lincslaw.co.uk. Whilst writing, if you have concerns relating to pregnancy or maternity discrimination, you can read more by clicking on my previous blogs;
Pregnancy & Maternity: Redundancy Protection – LincsLaw Employment Law Solicitors
Pregnancy Discrimination: Treated Unfairly At Work – LincsLaw Employment Law Solicitors
Pregnancy & Maternity: Know Your Legal Rights – LincsLaw Employment Law Solicitors
Lucy Stones
Associate
Specialist Employment Solicitor
Lincs Law Employment Solicitors
Tags: flexible working flexible working requests lucy stones maternity discrimination pregnancy and redundancy] pregnancy discrimination protected period redundancy special protection