We all know that mum is entitled to maternity leave and pay, and that (if we are truthful with ourselves) in the past potential employers have chosen male over female applicants so as to avoid having to cope with maternity rights.
Now the game changes. New Dads are entitled to up to six months paternity leave AND PAY if mum has returned to work early. Unlike flexible working, the obligation is not to consider but to provide.
If you pay enhanced maternity pay to your female employees then, although not required by law yet, the likelihood is that you will need to treat your male employees equally and that they too should benefit from any enhanced payment schemes.
How will your business cope with this new legislation? What steps have you taken to implement these changes?
Actions for companies are to ensure you have a policy in place for paternity leave and pay and a process which enables notification, planning and business continuity.
Don’t wait until a Dad to be forces the issue. Plan ahead so that your response meets your legal requirements and your business needs.