ttglive.com
Due to high numbers of women working in travel, the industry could receive a lift from changes to paternity leave
time off knowledge
SIX TOP TIPS ACT NOW:WHAT YOU NEED TO DO TO GET READY
1 2 3
4 5 6
laws may in fact result in a reduction in the cost of covering for maternity leave. Chris Parke, Talking Talent’s managing director, says: “Traditionally, it is women who have felt the impact of having a baby on their careers, because of maternity leave. However, the upcoming changes have the potential to redress this imbalance, and help individuals decide what makes sense for them.”
Time to act
Whatever you do, don’t expect your staff not to take up this new entitlement. A survey of more than 2,300 adults in April, by workplace information and consultancy services provider Croner, found that 44% of under-35s who are married or living as married would be likely to take advantage of the new paternity legislation. These changes are coming into force, and soon. However, time invested now in planning for them can help avoid confusion and complication in the months that lie ahead.
Don’t simply view these developments as another administrative burden. Remember that companies which offer their employees good maternity and paternity leave can stand out as desirable places to work and attract the very best staff for years to come.
‘I missed her first steps and her first words’ Dean Wilson, Travel Counsellors
“After 17 years in travel I decided to work from home in order to build my own business and spend more time with my two daughters, aged four and seven. “I didn’t see a great
deal of my first child’s formative years — I missed her first few steps and her first words — so this was a serious consideration when my second child was on the way and I decided to become a homeworker. “Since 2005 I’ve enjoyed a better balance between work and life, while doing a job in an industry I love.
I probably work more hours now than I did before, but I never miss a school play or concert. “I can read to the girls at bedtime and I can choose not to pick up the phone if one of them is desperate to tell me something. “Had the extended paternity leave been available when I had my children, I would have taken it if I could have afforded it. Things are changing, but generally men are still the breadwinners. Realistically I think they will take some of the extended leave, but not all of it. “Any kind of legislation to support family life is
positive, but I’ve proved it’s already possible to enjoy work and family life at the same time.”
03.09.2010 33
Review your current paternity leave policies in light of the impending changes
Prepare briefing notes for employees about the forthcoming changes to legislation
Include a paternity policy in your staff handbook and make sure you mention it during inductions
Remind employees of their notification obligations when they tell you about the pregnancy
Plan ahead for paternity leave absences in the same way you would for annual leave
Look out for government updates. The HMRC and BIS websites (below) are a good source of information.
■
hmrc.gov.uk ■
bis.gov.uk
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60