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Maternity, Paternity & Adoption
 Many employers perceive that maternity, paternity and adoption leave result in apparent and hidden costs for their organisation. Being unaware of the correct procedures can bring an even higher legal and compensatory price.
It is well known that employees have the right not to suffer any unfair treatment because of pregnancy, childbirth or maternity leave. It is unlawful to dismiss an employee or single her out for redundancy for reasons connected with her pregnancy or maternity, whatever hours she works and no matter what size the business is.
Not all the consequences of day-to-day practical decisions within the business are so obvious. For example, did you know that the loss of status or the removal of a contractual benefit such as a company car or mobile telephone could result in a claim to a Tribunal for protection from detriment?
Unfamiliar situations face employers and employees. We have the answers to questions such as:
- Do both parents have a right to adoption leave?
- Can paternity leave be split over a number of weeks?
- How does paternity leave operate for employees in partnerships of the same sex and unmarried civil partners?
- What happens if during the ordinary and /or additional maternity leave period a woman's role becomes redundant?
Employers may also need to consider flexible working applications. Such applications must be considered properly in accordance with a set procedure. We can advise on whether a refusal is acceptable as it is on clear business grounds or whether it may lead to a complaint to an Employment Tribunal.
If you are an employee or employer concerned by such family-related issues please contact us for help.
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