Shared Parental Leave forms (for parents getting a parental order for a child through surrogacy) File Shared-parental-leave-forms-for-parental-order.docx ⦠Redundancy while on parental leave. However the shared parental leave period ends on the 13th oct and the final decision about redundancy is to be made on the 14th. The extended protection will also be available to those on adoption leave and shared parental leave. Your employer may also only allow you to take 4 weeksâ parental leave at one time. When making redundancies if any of the potentially redundant employees are pregnant or on maternity, adoption or shared parental leave, employers must be careful to avoid discrimination, and the employee may have a priority right to any suitable alternative vacancies in preference to other candidates. The pregnant employee must still take at least 2 weeks' maternity leave ⦠Employees are afforded extra employment protections under the Parental Leave and Employment Protection Act 1987 (âParental Leave Actâ). A redundancy situation exists when the requirements of the business for employees to carry out work of a particular kind had ceased or diminished, or were expected to cease or diminish. Your Rights You must be offered any suitable alternative ⦠If you are dismissed during your maternity leave or shared parental leave (ML/SPL), the redundancy payment must be calculated using your normal weekâs pay as received before ML/SPL. It does not matter if you are not proposing to return from your SPL leave until some time in the future; you are still entitled to be offered the role. Similar redundancy protections are now also being extended to other new parents who are returning to work after extended periods of leave for adoption and shared parental leave ⦠This factsheet summarises the legal protections available to employees taking  SPL and the steps you should take to comply with the law. As you may know Shared Parental Leave is subtracted from my wifeâs Maternity Leave entitlement â the two are inextricably linked. An employee on maternity leave has certain special protections that you need to be aware of. Also, the new roleâs terms and conditions, such as location, status, and pay, canât be substantially less favourable in comparison to your previous role, otherwise the new role wonât count as a suitable alternative role. READ MORE. As an employer going through a redundancy process, you should not select an employee for redundancy over other employees in similar positions where the reason or principal reason for the selection is SPL-related. Yes, if the mother or adopter has given notice to curtail (cut short) the maternity or adoption leave period in order to transfer some of it to the other parent and the other parent has given notice to take shared parental leave with his/her employer, it makes no difference to that parentâs entitlement to shared parental leave if the ⦠Under the Maternity and Parental Leave etc. Shared parental leave Redundancy ... HR practitioners, even some line managers, know full well that an employee at risk of redundancy when they are on maternity leave has certain ⦠Shared Parental Leave allows parents to share childcare in the first year after the birth or adoption. Extension of redundancy protection after return from shared parental leave: greater protection will also apply to those coming back to work after shared parental leave ⦠In such a case you may legitimately require those candidates to compete for the role. 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And redundancy can be complex the pregnant employee and their partner period will be extended to months. Parents to be off work together or stagger the leave ⦠redundancy while on leave. Section 10 for protection against redundancy during SPL any suitable alternative vacancy Catherine Oliver talks to Transition Peak her!
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