An ETO reason is an economical, technical or organisational reason applied in order to make changes to staff or terms and conditions, following a TUPE transfer. A TUPE is a set of rules set by UK law to ensure the protection of employment rights of staff, in a situation where the organisation they are working for is transferred or sold to someone else. It is one law that also covers …
Shared Parental Leave allows eligible parents, adopters, and partners to share time off work after their child is born or placed for adoption. This leave structure also allows them to return to work for part of the time and then resume their leave at a later date. Furthermore, the employment law in the United Kingdom also entitles eligible mothers and adopters to continue having Maternity and Adoption rights, while they …
Going back to work after maternity leave is a difficult question to answer for most employees, especially if you’re sitting on the fence. Whether it’s something you’ve always planned for or a last minute gut decision, working mothers often ask if there are potential penalties or ramifications of not going back to work at the end of the maternity leave. Here, it is important to consider that unless there is …
Under employment law in the UK, pregnancy and maternity discrimination protection mainly applies to a certain period of time known as the “protected period”, which starts when you inform your employer of your pregnancy. Any discriminatory act, once the protected period ends, may still amount to pregnancy discrimination if it an outcome of a decision taken by the employer within the protected period. If you are on maternity leave, …
Following the Supreme Court’s ruling on 26th July 2017, the employment tribunal fee regime, which was in place since 2013, is now rendered unlawful. Therefore, there is no employment tribunal fees to be paid for any new claims. Also, the fees paid in the past are now to be refunded. Together with Her Majesty’s Courts and Tribunals Service, the Ministry of Justice have now set out the details of the …
Under employment law in the UK, employers are obligated to pay Statutory Sick Pay (SSP) to all employees who normally pay National Insurance contributions (NIC) and if they are sick for a period longer than 4 consecutive days but less than 28 weeks. The first three days of sickness are known as Waiting Days and are unpaid. Subsequently, the Statutory Sick Pay is set at £92.05 per week and is …
In the United Kingdom, when you return to work after Ordinary Maternity Leave (after the first 26 weeks of your Statutory Maternity Leave), you are entitled to the same job role and the terms and conditions should be as they were before you went on leave. This also applies when you return to work after Additional Maternity Leave (after the last 26 weeks of your Statutory Maternity Leave). If your …
On 26 July 2017, the Supreme Court gave its decision that the regime of employment tribunal fees was unlawful because it prevented access to justice. As a result, Employment Tribunals across the UK immediately stopped accepting fees for presenting claims for unfair dismissal and other employment-related issues, while the government is responsible for refunding all fees that have already paid by claimants since 2013. Finally, on 15 November 2017, the …
In the United Kingdom, adoption appointments are made by an adoption agency, either a registered adoption society or a local authority, for the adoption of children or for a fostering for adoption placement. As stipulated by employment law in the UK, the right to take time off for adoption appointments is available to qualifying employees from the very first day of their employment. Having said this, agency workers will have …
Antenatal care is the routine healthcare given to pregnant women, which helps diagnose any complicating obstetric conditions during a pregnancy. Therefore, employment law in the United Kingdom entitles pregnant employees to reasonable paid time off (this includes travel time) for antenatal care. In total, the number of antenatal appointments is between seven and ten, though in some cases, this number would increase. What Counts As Antenatal Care? There is no …