National Parenting Week 2024: Labour’s new reforms and what employers need to know

National Parenting Week 2024 (21-25 October) highlights the importance of good parenting in general – the impact on the child and on society. And it’s vital that employers understand the role they play in supporting working parents. This year, the week takes on added significance as the Labour Government introduces several key family-focused reforms aimed at improving work-life balance for parents and creating a more family-friendly workplace. These changes are set to have a profound impact on both employers and employees, making it essential for employers to understand the upcoming legislation and how to best implement it within their organisations.

Understanding the Labour government’s family-focused reforms

The Labour Government’s recent proposals will enhance the rights and protections of working parents. These reforms are designed to address longstanding issues related to parental leave, childcare and flexible working.

1. Extended parental leave

One of the most significant changes under the Labour Government’s agenda is the extension of parental leave. Currently, statutory maternity leave in the UK lasts for up to 52 weeks, with up to 39 weeks paid, while statutory paternity leave is limited to just two weeks. Shared parental leave, introduced in 2015, allows parents to share up to 50 weeks of leave and 37 weeks of pay between them, but uptake has been relatively low.

Under the new reforms, parental leave entitlements will be extended, with a particular focus on enhancing paternity leave. The Labour Government plans to introduce a new model with more generous paid paternity leave (potentially up to six weeks). This change is designed to promote gender equality by encouraging more fathers to take time off and share parenting responsibilities, while also easing the pressure on mothers to bear the majority of childcare duties.

What this means for employers: managers will need to prepare for an increase in leave requests from fathers, which may require adjustments in workforce planning and temporary staffing arrangements. Employers will also need to update their parental leave policies to reflect the new legislation and ensure that all employees are aware of their enhanced rights once the reform comes into effect.

2. Flexible working as a default right

The Employment Rights Bill will strengthen the right to request flexible working to ensure flexibility is genuinely the default from day one, except where it is not reasonably feasible.

Details are unclear, but this could involve limiting the discretion for refusing flexibility and/or increasing tribunal powers to review employer decisions. Labour says it would mean that workers could benefit from flexi-time and term-time options, suggesting a focus on helping parents.

What this means for employers: Labour’s proposed changes suggest a move from a right to request to a right which must be granted unless it is not reasonably feasible.  Employers and managers will need to be proactive in managing flexible working requests. This may involve conducting thorough reviews of current working practices, investing in technology to support remote work, and providing training for managers on how to effectively manage flexible and/or remote teams. Additionally, employers should anticipate a higher volume of flexible working requests and be prepared to handle these efficiently and fairly.

3. Improved childcare support

Childcare costs continue to be a significant barrier for many working parents, often forcing them to reduce their working hours or leave the workforce altogether. To address this issue, the Labour Government has proposed increasing government support for childcare, including the expansion of free childcare hours for working parents of children aged nine months to five years.

The family-focused reforms also include plans to invest in childcare infrastructure, ensuring that there are enough high-quality childcare options available across the country. This initiative should make it easier for parents to remain in the workforce, knowing that their children are receiving quality care.

What this means for employers: The expansion of childcare support will likely lead to an increase in the number of parents who can return to work or increase their working hours. Employers should consider how this might affect workforce dynamics and be prepared to offer additional support to parents looking to return to full-time work. Employers could also explore partnerships with local childcare providers or consider offering on-site childcare as an added employee benefit.

4. Strengthened protections for pregnant employees and new parents

The Labour Government is committed to strengthening protections for pregnant employees and new parents.  Since 6^th April 2024, women selected for redundancy have had the right to suitable alternative employment if they are pregnant (and have told their employer this) or if their expected date of childbirth was less than 18 months ago. The Employment Rights Bill will also prevent the dismissal of those returning from maternity leave for six months after their return, except in specific circumstances (to be defined).

What this means for employers: Employers will need to ensure that their redundancy processes are fully compliant with the new regulations. This will involve reviewing current practices, providing training for managers on how to handle redundancy situations involving pregnant employees or new parents, and implementing clear policies that outline the rights of these employees.

Creating a family-friendly workplace culture

The Labour Government’s family-focused reforms offer an opportunity for employers to proactively enhance their workplace culture. Creating a family-friendly environment not only benefits parents but also contributes to higher employee satisfaction, reduced turnover and increased productivity.

1. Promoting a supportive environment

To truly support working parents, employers need to go beyond the minimum legal requirements. This could involve offering additional paid parental leave, providing resources for new parents, or implementing mentoring programmes that connect experienced parents with those experiencing parenthood for the first time.

Practical Steps:

• Parental Support Groups: Establish internal support groups where parents can share experiences, advice, and offer mutual support.
• Return-to-Work Programmes: Create tailored programmes to ease the transition back to work after parental leave, including phased returns, coaching, and flexible work arrangements.

2. Enhancing communication and transparency

Clear communication is key to ensuring that employees understand their rights and the support available to them. Employers must regularly update their HR policies to reflect legislative changes and make this information easily accessible to all employees.

Practical Steps:

• Regular Policy Reviews: Conduct annual reviews of parental leave and flexible working policies to ensure they are up to date.
• Employee Feedback: Encourage feedback from employees on the effectiveness of current policies and identify areas for improvement.

3. Recognising the individual needs of modern families

Today’s workforce includes a wide variety of family structures, including single parents, same-sex couples and adoptive families. Employers should offer benefits that meet the individual needs of all employees.

Practical Steps:

• Inclusive Benefits Packages: Ensure that parental leave and family benefits are available to all employees, regardless of their family structure.
• Tailored Support: Consider offering additional resources such as adoption assistance, fertility treatment coverage, or support for employees undergoing gender transition.

Conclusion: Preparing for the future

National Parenting Week 2024 is a timely reminder of the importance of supporting working parents. With the Labour Government’s upcoming reforms, employers have a unique opportunity to create a more inclusive, supportive, and family-friendly workplace. By understanding the new legislation and proactively adapting their HR policies, employers can not only comply with legal requirements but also develop a workplace culture that values and supports all employees in their journey of parenthood. As these changes take effect, employers will play a crucial role in ensuring that their organisations are well-prepared to meet the needs of working parents.

If you’d like our help in ensuring your policies are up to date, get in touch.