Maternity changes mean bosses may need to review policies

Maternity changes mean bosses may need to review policies

Employers need to be aware of changes to the rules which have boosted the rights of mothers and fathers.

Some of the changes are good news for employers, however – because they make it easier for employees to continue making a contribution at work and keeping in touch with the workplace while on maternity leave.

Rosemary Jeffries of local solicitors Parrott & Coales LLP says: "Previously if an employee returned to work even for only a few days, then her remaining maternity leave and pay would fall away. However, from 1 April, employees can carry out 10 days' work without losing their right to any remaining maternity leave and pay. These are known as keeping-in-touch days."

In April 2007 maternity and parental rights changed significantly with amendments to the Employment Rights Act 1996.

Statutory Maternity Pay (SMP) has been increased from 26 to 39 weeks. Women that qualify for Ordinary Maternity Leave will also qualify for a further 13 weeks unpaid leave after the Ordinary Maternity Leave period. The period of notice for returning to work from maternity leave has been extended to two months from 28 days, to make it easier for businesses to plan their staffing needs.

The right to request flexible working, previously limited to parents of young children, has been extended to carers of sick or disabled people.

"Now's the time for employers to make sure their employment policies and contracts are up-to-date. The new legislation is complex in places, and there are still grey areas. So expert legal advice is essential," says Rosemary Jeffries.