Contents tagged with Statutory Maternity Pay

  • Advice for Employers on Accommodating Parents with Premature or Sick Babies

    Tags: Maternity Leave, Maternity Rights, Maternity Pay, Statutory Maternity Pay, Premature or Sick Babies, MAT B1, Maternity Allowance

    Every year, over 95,000 babies (or 1 in 8 babies born) are cared for in neonatal units in the UK due to premature birth or sickness. While some pregnancies inherently pose a higher risk for premature birth, such as twins and multiples, there is no guarantee a mother will be able to carry to-term.  

    Depending on how premature or sick the babies may be at birth, parents might find that their babies have to stay weeks or months in hospital, and some of these babies may continue to be at risk even after being discharged. In some cases, the babies may be transferred to a different or specialist hospital if the treatment or care they require is not available in the area in which they are born.  

    Maternity Leave: 

    Doctors and midwives must issue the pregnant … more

  • The Processes and Pitfalls of Dealing with Staff who are Taking Maternity Leave

    Tags: Redundancy, Maternity Leave, Statutory Maternity Pay, Keeping in Touch, Pregnancy

    With Samira on Maternity Leave from the end of today, we thought it was only fitting that our article this week covered this complex area of law. Family friendly rights, including leave and pay in relation to maternity are constantly evolving and growing as an area of employment law. In this article we aim to offer some clarity on this area and provide employers with some advice on the do’s and don’ts when dealing with staff taking maternity leave.  

    Processes  

    Ensure that you keep in touch with employees whilst they are away on maternity leave. 

    Line managers should agree with employees that are due to go off on maternity what “reasonable contact” would be appropriate before their leave starts. Once agreed, you can use this time … more

  • LEGAL UPDATE: Changes to Statutory Payments

    Tags: statutory payments, Statutory Maternity Pay, Statutory Paternity Pay, Statutory Shared Parental Pay, Statutory Adoption Pay, SAP, Statutory Sick Pay, SSP, National Living Wage, NLW

    As we are approaching another tax year, the Department for Work and Pensions (“DWP”) has announced proposed revised amounts for various statutory payments from 1 April 2018. 

    Statutory Maternity Pay/Statutory Paternity Pay/Statutory Shared Parental Pay

     These are all currently £140.98 (or 90% of the employee’s average weekly earnings if this figure is less than the statutory rate). The weekly rate will increase to £145.18 with effect 1 April 2018. 

    To qualify, the employee must have average weekly earnings of at least:

    • £116, if the baby is due on or after 15 July 2018. 

    • £113, if the baby is due on or before 14 July 2018. 

    Statutory Adoption Pay (SAP)

    The weekly rate increases so that it is payable at … more

  • 1

LATEST LEGAL UPDATES:

  • How To Manage Workplace Relationships

    Tags: Sex Discrimination, Victimisation, Sexual Harassment, Employment Law, Human Resources, Valentine's Day, Workplace Relationships, Romantic Relationships

    With Valentine’s Day making February the month for romance, this month we take a look at some of the potential risks to employers when romance blossoms amongst employees and the steps that can be taken to address these.

    Why Should An Employer Be Concerned About Its Employees Forming Romantic Relationships In The Workplace?

    Romantic relationships between employees in the same organisation can expose the employer to a number of legal risks. These are most likely to arise when one employee is pursuing another to start a relationship or, even more so, when the relationship breaks down. The most obvious legal risks are as follows:

    Sexual Harassment

    This occurs where one employee engages in unwanted conduct of a sexual nature which has the purpose or effect either of violating … more

    

Reviews and Ratings for solicitor Samira Cakali, Leeds