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🚀 Maternity and Paternity Leave Policies: Top 5 Benefits for Employees and Employers Understanding the value of Maternity and Paternity Leave Policies is crucial for fostering a supportive and productive workplace. At the Chicago-based company Launchways, we specialize in helping businesses implement comprehensive leave policies that benefit both employees and employers. Our latest blog post dives into the top five benefits of these policies. Discover how these policies can attract and retain top talent, giving your company a competitive edge. 📢 Read our blog to learn more about the transformative power of effective maternity and paternity leave policies and how Launchways can support your HR team in implementing these solutions. Don't forget to share this post to spread the word! 👉 Read the Blog and Share https://lnkd.in/gJ3hjG9s #MaternityLeave #PaternityLeave #HRsolutions #Launchways #EmployeeBenefits #WorkplaceWellness #ChicagoBusiness

Returning to work after #MaternityLeave can be daunting for new parents. 💡Managers can ease this transition by reviewing responsibilities and providing comprehensive status updates before, during, and after the absence. Click below to discover 6 key tips for preparing for an employee's return after maternity leave. ➔ https://lnkd.in/eZ_vrCVq

Need help navigating maternity or paternity leave cover? Our new three-part series is designed to guide you through: ➡️Identifying the right cover for your business ➡️ Avoiding the common pitfalls organisations often make ➡️ Onboarding temporary employees with ease   Read part 1, on choosing the right type of cover to set your team up for success, below.👇 #ParentalLeave #FlexibleHiring #MaternityLeave #BusinessContinuity

HR Hub members... 👇 ACCESS THESE NEW RESOURCES PUBLISHED TODAY... ⚠️ Trigger Warning ⚠️ Some of our documents this week are of a sensitive nature, so please be mindful of this before reading on, and when engaging with some of these new resources within the HR Hub. 🤱 Maternity Leave Guidance for Managers 🤝 Supporting Return from Maternity Leave Guidance ↩️ Return from Family Leave Checklist 💌 Letter Confirming Carers Leave Request 👪 Letter to Confirm Paternity Leave Entitlement (After Miscarriage) ✉️ Letter to Confirm Paternity Entitlement (After Stillbirth) All documents can be found under our 'It's All About Family' section of our HR Hub. This section covers everything relating to family – maternity leave, paternity leave, adoption leave, flexible working requests. 𝗔𝗰𝗰𝗲𝘀𝘀 𝘁𝗵𝗲 𝗛𝗥 𝗛𝘂𝗯 𝗵𝗲𝗿𝗲: https://lnkd.in/eYdggDEn Check back for updates 𝗘𝗩𝗘𝗥𝗬 𝗧𝗨𝗘𝗦𝗗𝗔𝗬 𝗟𝗨𝗡𝗖𝗛𝗧𝗜𝗠𝗘! 🥪 - - - - - - - - - - We upload new resources weekly so the HR Hub can continue to be your 'one-stop-shop' for everything HR... even with new trends, technologies, and changes to employment law, we are dedicated to ensuring our HR Hub will bring relevant and modern content to help you grow, manage and develop. You can expect our weekly uploads to bring useful policies, letter templates, guidance, exclusive interviews, ideas and inspiration! #HRTool #ItsAllAboutPeople #HRResource

Does an employee made redundant while on maternity leave have any special rights? Yes, an employee on maternity leave is entitled to priority as far as suitable alternative employment is concerned. Where an appropriate vacancy exists they must be offered the alternative employment under a new contract that begins on the day immediately following the day on which their previous contract comes to an end. The new work must be suitable in relation to the employee and appropriate for them to do in the circumstances, and the new contract provisions must not be substantially less favourable than those of the previous contract. The protected period during which an employee is entitled to be offered any suitable alternative vacancy also applies to pregnant employees (where they inform their employer of their pregnancy on or after 6 April 2024) and to employees who have returned from maternity leave (where the maternity leave ends on or after 6 April 2024). In this case, the protected period lasts until 18 months after the child's date of birth. Where a suitable vacancy exists and the employer fails to offer it, the employee's dismissal will be automatically unfair. However, where the employee rejects the alternative employment, or no suitable vacancy exists, the employer is entitled to dismiss by reason of redundancy. The same right to be offered suitable alternative employment can also apply to employees who are on, or who have recently returned from, adoption leave or shared parental leave. The legislation does not deal with the situation where there is more than one employee in these circumstances for whom a vacancy would be suitable. [Personnel Today] #employment #hr #maternityleave #redundancy

We know that supporting your employees during key life events, like starting or growing their families, is crucial. Maternity leave and pay can be complex topics, but we’re here to make it simpler for you. Understanding the rules ensures you can provide the best support for your team while complying with the rules and regulations. Your responsibilities as an employer: ✨ Notification Requirements: Employees must inform you of their pregnancy and intention to take maternity leave at least 15 weeks before the baby is due. Ensure your company is ready to manage this process smoothly. ✨ Health and Safety: Conduct thorough risk assessments to ensure a safe working environment for pregnant employees. ✨ Keep in Touch (KIT) Days: Employees can work up to 10 days during maternity leave without affecting their pay or leave entitlement. Use these days for training, meetings, or to ease the transition back to work. ✨ Return to Work: Be prepared to discuss flexible working arrangements and ensure employees return to their original job or a suitable alternative. Supporting Your Employees: ✔ Plan Ahead: Encourage early discussions about maternity leave and pay, ensuring both parties are clear on expectations and timelines. ✔ Clear Communication: Maintain open lines of communication throughout the employee’s leave. This can help address any concerns and keep them informed about workplace developments. ✔ Reintegration: Support your employees’ return to work by discussing their needs and any adjustments required for a smooth transition. At SME HR Consultancy, we can assist you in navigating maternity leave and pay regulations. Whether you need help drafting policies, understanding legal requirements, or managing individual cases, we are ready to support you every step of the way. If you have any questions or need tailored advice, don’t hesitate to reach out. We’re here to help! 📞 07852 965609 📧 [email protected] 🌐 smehrconsultancy.com #hradvice #maternitypay #flexibleworking

We know that supporting your employees during key life events, like starting or growing their families, is crucial. Maternity leave and pay can be complex topics, but we’re here to make it simpler for you. Understanding the rules ensures you can provide the best support for your team while complying with the rules and regulations. Your responsibilities as an employer: ✨ Notification Requirements: Employees must inform you of their pregnancy and intention to take maternity leave at least 15 weeks before the baby is due. Ensure your company is ready to manage this process smoothly. ✨ Health and Safety: Conduct thorough risk assessments to ensure a safe working environment for pregnant employees. ✨ Keep in Touch (KIT) Days: Employees can work up to 10 days during maternity leave without affecting their pay or leave entitlement. Use these days for training, meetings, or to ease the transition back to work. ✨ Return to Work: Be prepared to discuss flexible working arrangements and ensure employees return to their original job or a suitable alternative. Supporting Your Employees: ✔ Plan Ahead: Encourage early discussions about maternity leave and pay, ensuring both parties are clear on expectations and timelines. ✔ Clear Communication: Maintain open lines of communication throughout the employee’s leave. This can help address any concerns and keep them informed about workplace developments. ✔ Reintegration: Support your employees’ return to work by discussing their needs and any adjustments required for a smooth transition. At SME HR Consultancy, we can assist you in navigating maternity leave and pay regulations. Whether you need help drafting policies, understanding legal requirements, or managing individual cases, we are ready to support you every step of the way. If you have any questions or need tailored advice, don’t hesitate to reach out. We’re here to help! 📞 07852 965609 📧 [email protected] 🌐 smehrconsultancy.com #hradvice #maternitypay #flexibleworking

Navigate Maternity Leave Globally 🌍🤰. Different countries, different rules. Unlock a world of understanding with our guide to maternity leave laws and policies. Master the complexities and ensure your global workforce thrives. https://lnkd.in/eCa7j-UP #GlobalHR #MaternityLeave

Does an employee made redundant while on maternity leave have any special rights? Yes, an employee on maternity leave is entitled to priority as far as suitable alternative employment is concerned. Where an appropriate vacancy exists they must be offered the alternative employment under a new contract that begins on the day immediately following the day on which their previous contract comes to an end. The new work must be suitable in relation to the employee and appropriate for them to do in the circumstances, and the new contract provisions must not be substantially less favourable than those of the previous contract. The protected period during which an employee is entitled to be offered any suitable alternative vacancy also applies to pregnant employees (where they inform their employer of their pregnancy on or after 6 April 2024) and to employees who have returned from maternity leave (where the maternity leave ends on or after 6 April 2024). In this case, the protected period lasts until 18 months after the child's date of birth. Where a suitable vacancy exists and the employer fails to offer it, the employee's dismissal will be automatically unfair. However, where the employee rejects the alternative employment, or no suitable vacancy exists, the employer is entitled to dismiss by reason of redundancy. The same right to be offered suitable alternative employment can also apply to employees who are on, or who have recently returned from, adoption leave or shared parental leave. The legislation does not deal with the situation where there is more than one employee in these circumstances for whom a vacancy would be suitable. [Personnel Today] #employment #hr #maternityleave #redundancy

🌍👩💼 Understanding Maternity Leave Policies Worldwide: A Guide for HR Professionals 👩💼🌍 HR professionals navigate a myriad of regulations and policies daily, none more critical than those surrounding maternity leave. Our ability to support and empower employees during this transformative period speaks volumes about our organization's commitment to inclusivity and employee well-being. This comprehensive guide by Playroll, shedding light on maternity leave policies across different countries in 2024, is not just another statistic-laden report; it's a roadmap for us to navigate the complex landscape of global maternity leave policies with confidence and clarity. From the duration of leave to eligibility criteria and even cultural nuances, this guide provides invaluable insights that can shape our approach to supporting expecting and new parents within our organizations. It's a testament to Playroll's dedication to providing actionable resources for HR professionals like us. Let's leverage this knowledge to foster a supportive environment for all employees, ensuring that every parent feels valued and empowered as they embark on this beautiful journey of parenthood. Together, let's redefine the standards of parental support in the workplace. #HR #MaternityLeave #EmployeeWellbeing #Inclusivity #HRProfessionals #GlobalPolicies #Playroll