Danielle reporting for duty!

I’m the newest hero to join the ranks of the legendary HR Hero Justice League. My secret identity may be Danielle Ward, but by day I'll be masquerading as your friendly neighbourhood HR Hero Business Manager!

Enough super hero analogies and a bit more about me…my background is in business support, having been an Executive Assistant at a top 60 law firm for 10 years. I have a passion for organisation and helping people. I live in Bromsgrove with my husband Chris and our little boy Arthur (who thinks its great that mom is now a super hero!).

I couldn’t be more thrilled to join Kate at The HR Hero and I cant wait to get stuck in! Keep an eye out for future newsletters from me.

Continuing with this months theme of Family Balance Month, many parents are experiencing the "summer juggle" and this week we are focussing on parental leave.

How do I handle paternity leave for my employees?

Fathers play an essential role in the family dynamic, and offering Paternity Leave allows them to be present during those crucial early days of their child's life. This policy acknowledges the importance of a father's involvement in childcare and promotes gender equality in the workplace.

Recent changes to paternity leave since 6th April 2024 allows Paternity Leave to be split into two blocks of one week, to be taken at any point during the first year after the birth or adoption of their child.

What is shared parental leave, and how does it work?

Shared Parental Leave allows parents to share the responsibility of caring for their child during the first year. This policy provides flexibility and recognises that both parents should have the opportunity to be actively involved in raising their child.

Eligible parents can share up to 52 weeks of leave and up to 38 weeks of pay between them. This leave must be shared in the first year after the child is born. Employees must give you written notice that they wish to take leave in this way.

Shared Parental Leave allows mothers to end Maternity Leave early and enables one or both parents to take leave in a more flexible way during their baby’s first year. Parents can take time off at the same time or separately.

My employee would like to take parental leave, what is this?

Eligible employees are entitled to take parental leave to look after their child. Parental leave is unpaid and employees are entitled to take 18 weeks leave for each of their children.

This entitlement is up to the child’s 18th birthday. There is a limit of 4 weeks per year, per child. ?A week is equal to the length of time the employee usually works over 7 days. These must be taken as whole “weeks”.

An employee is eligible for parental leave if they meet the following criteria:

• They have been with the company for more than a year
• They are named on the child’s birth or adoption certificate or they have parental responsibility
• They are not a foster parent
• Their child is under the age of 18

An employee wishing to take parental leave must give you 21 days’ notice of the date that they wish to take leave from. Employees must confirm to you the start and end dates of the requested parental leave. You cannot delay this leave without a significant business reason, if the leave is being taken immediately after birth or adoption; or if delaying the leave would mean that the employee would no longer qualify, i.e. postponing past the child’s 18th birthday.

If you do need to postpone requested parental leave you must explain why you wish to do this in writing within 7 days of the request. You must suggest a new start date that is within 6 months of the requested start date and you cannot change the amount of leave requested by the employee

Best wishes,

Danielle

PS. If you’re worried about a problem in the team, or?need help?and?advice about?employing staff or managing people,?then?get in touch with us for a free chat: https://www.thehrhero.co.uk/get-in-touch

Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice. for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.