UK: Top Tips For Family Ties

Responding positively to employees with family obligations can help you attract and retain good people.

Over the past few years, we have seen a significant extension to the rights of employees with regard to family responsibilities.

The new Work and Families Act came into force in April 2007, bringing increased rights for working parents and those who care for elderly dependants. However, the introduction of paternity and adoption leave, the right to request flexible working, additional maternity leave and the newer categories of dependant and parental leave are still catching out many smaller employers who aren’t aware of their obligations.

To help you comply with your responsibilities as an employer, we’ve put together some top tips.

It’s important to understand the statutory rights and responsibilities that you and your employees have in terms of maternity, paternity, adoption and flexible working. Make sure you have clear policies and procedures on family rights in place for employees and managers to follow. Also, provide training for your supervisors and managers so they know what to do.

Respond positively to employees who wish to exercise their maternity, paternity or adoptive rights. Show consideration for the practical concerns they have with regard to antenatal care, work arrangements, finances and career implications.

Make adjustments during pregnancy to help an employee continue working for as long as reasonably possible. Give serious consideration to requests for flexible working on return from maternity leave – research shows that more than 85% of requests have been approved so far. If you are concerned about the practicality of a flexible working request, consider a trial arrangement for the first few months and build in a review date.

Risk assessments for pregnant women are a legal requirement. Make sure you have someone trained to carry these out. Pay particular attention to the working environment for pregnant employees, and be prepared to make adjustments that will help keep them comfortable and safe.

Ask your pregnant employee, or your employee who is planning adoptive leave, to help you plan for their absence.

Make a good plan for cover during maternity or adoptive leave – ask yourself if you need a temporary replacement or if other employees can help.

Keep notes on the discussions and agreements you make with individual employees – it will make it easier to keep track of dates, notification requirements and leave arrangements.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.