Paternity leave meaning

Legislation safeguards the pension entitlements of members of occupational pension schemes and other employment‑related benefit arrangements, including workplace personal pension schemes that receive employer contributions, while they are away from work on statutory family leave. Statutory family leave encompasses: maternity leave paternity leave adoption leave parental leave shared parental leave parental bereavement leave carer’s leave Maternity leave Occupational pension schemes are taken to include a maternity equality rule requiring periods when a member is on maternity leave to be treated in the same manner as periods when they are not on maternity leave. This maternity equality rule applies to both paid and unpaid ordinary maternity leave (OML), as well as to paid additional maternity leave (AML). As a result, under this rule, time spent on OML and paid AML in a defined benefit (DB) scheme is recognised as pensionable service...

In this issue: Employment Rights Act 2025 Pensions Protected characteristics Prohibited conduct Maternity, parents and carers Redundancy Employment Tribunals Dates for your diary Trackers Employment resources on Lexis+® LexTalk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Law—looking back at 2025 and ahead to 2026 The Lexis+® Employment team have assembled a round-up of the standout employment law developments across 2025, alongside a preview of priorities for 2026, including anticipated movement on the Employment Rights Act 2025 (ERA 2025), the Equality (Race and Disability) Bill, plus forthcoming legislation and notable cases. It also flags themes to watch and highlights items expected to shape practice in the year ahead. See News Analysis: Employment Law—looking back at 2025 and ahead to 2026. Employment Rights Act 2025—what is changing, and when? The Employment Rights Act 2025 (ERA 2025) secured Royal Assent on 18 December 2025 and was released—initially as a pdf only—on...

In this issue: Horizon scanning Employment contract Tax Prohibited conduct protection at work Prohibited conduct (discrimination etc) Diversity and gender pay gap Maternity, parents and carers Individual rights arising from trade union membership Bribery, modern slavery, tax evasion and fraud Unfair dismissal Settlement Employment tribunals Employment Appeal Tribunal Immigration LexTalk®Employment: a Lexis®Nexis community Daily and weekly news alerts Dates for your diary Trackers Horizon scanning The PM’s Office confirms the State Opening of Parliament, together with the King’s Speech, will occur on 17 July 2024. The new Parliament is summoned for 9 July 2024 to choose the Speaker and administer oaths to members. See: LNB News 30/05/2024 60. Employment contract Heathrow Express has not succeeded in its appeal concerning lifelong rail perks. In Adekoya v Heathrow Express Operating Co Ltd [2024] EAT 72, the EAT found the company must again defend breach of contract...

In this issue: Probate Trusts Elderly and vulnerable clients UK taxes for Private Client HMRC Manuals updates Tax avoidance, evasion and non-compliance Regulatory compliance for Private Client Budgets and Finance Bills Charity and philanthropy Scotland, Wales and Northern Ireland International Question of the week Additional Private Client updates this week Daily and weekly news alerts LexTalk®Private Client: a Lexis+® community New and updated content Dates for your diary Trackers Useful information Probate Bereaved Partner’s Paternity Leave Regulations 2026 (SI 2026/237): these Regulations create a new statutory entitlement for an employee to take time off to care for a child during the first year following birth, placement for adoption, or arrival in Great Britain for an overseas adoption, where the child’s primary carer has died (bereaved partner’s paternity leave). They take effect on 6 April 2026. See: LNB News 15/01/2026 18. Trusts Representation orders...

Employment laws in the Republic of Ireland, Great Britain and Northern Ireland have much in common, as all operate within common law systems and many contemporary employment statutes flow from European Directives. Even so, divergences do exist and are likely to widen. This Practice Note outlines several distinctions between Great Britain and the Republic of Ireland. Care is advised when handling matters in Northern Ireland, where the framework is becoming increasingly distinct from Great Britain. For details on the differences between Great Britain and Northern Ireland, see Practice Note: Northern Ireland employment law. Main areas of difference employment status categories leave entitlements qualifying period and remedies under unfair dismissals legislation redundancy entitlements protected conversations and settlement agreements employment tribunal procedures transfers of undertakings (TUPE) immigration Categories of employment status In the Republic of Ireland, individuals engaged in work are typically classified as either ‘employees’ or ‘independent contractors’. There is no...

ARCHIVED This archived Practice Note is not being maintained and is supplied for background purposes only. It covers the original Coronavirus (COVID-19) Job Retention Scheme (CJRS), first unveiled by the government on 20 March 2020, which applied from 1 March to 30 June 2020. For information on: the extended CJRS operating between 1 May and 30 September 2021, see Practice Note: Coronavirus Job Retention Scheme (extended version 1 May to 30 September 2021) [Archived] the extended CJRS in effect from 1 November 2020 to 30 April 2021, see Practice Note: Coronavirus Job Retention Scheme (extended version 1 November 2020 to 30 April 2021) [Archived] the revised CJRS running from 1 July to 31 October 2020, see Practice Note: Coronavirus Job Retention Scheme (extended version 1 July to 31 October 2020) [Archived] The CJRS was a temporary initiative, originally intended to run for three months from 1 March 2020. On 17 April 2020, HM Treasury announced an extension to 30 June,...

This review outlines the key amendments to the Immigration Rules contained in HC 1039, most relevant to advisers on business immigration. These amendments take effect on 6 April 2013 and, unless specified otherwise, apply only to applications lodged on or after that date. They are expected to be of particular interest to business immigration advisers. Visitors Intention not to live in the UK for extended periods Paragraph 41(ii) has been added within the General visitor route, introducing a condition that applicants must not plan to reside in the UK for prolonged periods via frequent or successive visits, or by stringing visits together to create an extended period of residence. Paragraph 41(ii) applies across several other visitor categories, namely: child visitor business visitor sports visitor entertainer visitor parent of a child at school visitor for marriage or to enter a civil partnership visitor under the Approved Destination Status agreement visitor undertaking permitted paid engagements It...

Employee name: Employment commencement date and present length of service [ Insert date ] [ Insert length of service ] Job role: Division/Department Assessed by: Assessment date: Role: Approved by: Date: Role: Guidance: When using the criteria (other than disciplinary history), reasonable adjustments might be required for workers with a disability (as set out in the Equality Act 2010, s 6) where not doing so would put them at a significant disadvantage compared with non-disabled colleagues. This exception does not extend to disciplinary records. Service refers to continuous employment with the company and any linked company. Service includes transferred service within associated companies. If the worker has under 12 months’ service, convert the absence record to an annualised figure. Annualisation ensures a balanced and like-for-like assessment. Disregard the following absences: These must be excluded from absence calculations. absences linked to a disability (as defined by Equality Act 2010, s 6); maternity...

1 Introduction 1.1 This policy explains when our staff may qualify for paternity leave and pay, and describes how leave can be taken and the steps to arrange it. 1.2 This policy is issued for guidance only and does not form any part of your employment contract, and we may revise it at any time. It summarises the statutory rights available to employees and others, but is intended as an overview and not a full statement of your rights. If you have any questions about what you are entitled to, please contact [ the HR department ]. 1.3 This policy can apply to either a man or a woman. References to a child also include children where a multiple birth has occurred (eg, twins), or where more than one child is placed as part of the same adoption arrangement or process...

Diversity and inclusion (D&I)—law firm self-assessment against gender balance and maternity, paternity or adoption leave measures This Precedent enables a firm to benchmark its figures across a number of different possible D&I indicators and to track movement over a particular period of time, eg to provide a year on year comparison of results. Click to obtain an Excel version of this Precedent. The purpose is to help you form a clear picture of gender balance together with maternity, paternity and adoption leave metrics. You will find a separate tab for each of these within the spreadsheet. These specific groups have been selected because employee data in these areas should be readily available to most firms; nevertheless, the Precedent can be expanded to incorporate additional D&I indicators, eg relating to ethnicity, religion or sexuality...