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New fathers are only given two weeks off for paternity leave. New research shows that (surprisingly) they'd like more time with their newborns, asking for 7 weeks instead. Why would businesses do that? Simple: "Increased support for working parents will pay for itself in the impact on engagement and commercial performance.” It always pays off when you treat your employees as people, and we all want to do our best for our families. Maybe it's time you looked at your paternity leave: https://bit.ly/49mNRN8 #PaternityLeave #HR #EmployeeEngagement

Benefits aren't important Said nobody⬇️ Paternity leave in the UK is 2 weeks. I was on Paternity leave in November 2020 for 6 weeks. And again in June 2022 for 6 weeks. 12 weeks Paternity leave and 12 weeks full pay. My wife had 2 c-sections and second time a uterine rupture. Probability of ⬆️ = 0.5% Being off meant I could look after my sons and my wife without worrying about money. And made me feel valued as an employee. To summarise: Providing excellent benefits makes your employees feel: 1. Valued 2. Work harder 3. Happy Let me know the best benefits that you have come across in the comments below.

💭 Did you know that the following changes to Paternity Leave have come into effect? 💭 Effective from 6th April 2024, paternity leave has become more flexible, ensuring that fathers and partners can spend quality time with their new family members under these new regulations: 👉 Leave options have changed: it can now be taken as either 2 consecutive weeks of leave OR 2 separate blocks of 1 week of leave. 👉 Timeframe has widened: leave can be taken anytime within 52 weeks of the child's birth or placement for adoption. 👉 Notice period changes: employees must inform their employer about the expected baby before the qualifying week and provide at least 28 days' notice before their intended leave period begins. Not up to date with these changes in your workplace policies? Don’t worry, we’re here to help - get in touch with our HR Gurus today! ☎️: 01202 143555
 ✉️: yourjourneystartshere@streetwisehr.co.uk 🔗: https://lnkd.in/daNHy8W3 #PaternityLeave #EmploymentLaw #Contract #Handbook

Exciting news for future fathers and partners! HM government is introducing changes to Statutory Paternity Pay and Leave (SPPL), making it easier for employees to bond with their new child and support their family. These changes come into effect on March 8th, 2024, giving employees more control over how they use their statutory paternity leave. #sppl #paternityleave #spp

Paternity Leave Regulations 2024 In a significant move towards enhancing parental support in the workplace, the government has unveiled the Paternity Leave (Amendment) Regulations 2024, following the earlier proposals made in Summer 2023. What's changing? 👉 Flexible Blocks: Employees can now opt for two separate one-week blocks for their two-week paternity leave entitlement. 👉 Expanded Timeframe: Paternity leave can be taken within 52 weeks after birth, providing a more accommodating schedule. 👉 Shorter Notice Period: The notification period for paternity leave has been reduced to 28 days, streamlining the planning process. Important to note: These regulations take effect on or after April 6, 2024, aligning with concurrent family-friendly legal amendments. These include the introduction of Carer’s Leave, changes to flexible working rights, and an extension of redundancy protection post-maternity, adoption, and shared parental leave. Employers, it's imperative to ensure your policies and procedures are updated to comply with these legislative changes. #EmploymentLaw #PaternityLeave #WorkplacePolicies

Mums, Dads, everyone! We have an important question to ask... Is 2 weeks of paternity leave enough? In my opinion, it isn't enough but also Strativ Group thinks the same. That's why Strativ Group offers 9 months of fully paid paternity leave. Yes, you read it right!! Let's look at what the people of Leeds understand and think of Paternity Leave. #parentsofstrativ #marketleading #worldleading #9monthsfullypaid

April Changes - Part 2 - what you need to know as an employer! 1.Carer's Leave Comes into force on 6th April 2024. This is a statutory scheme under which an employee can request 1 week of unpaid carer's leave in any 12-moth period in order to either provide or arrange care for a dependant with a long term care need. It is a day one right and the time can be taken as half or full days. Notice must be given in writing of whichever is the longer of at least twice the amount of notice than the period of leave requested or three days' notice. 2. Paternity Leave Changes to Paternity Leave will apply to all cases where the expected week of confinement is after 6th April 2024. An employee will be able to take their 2 weeks leave as two seperate blocks of 1 week (as opposed to either 1 week or 2 consecutive weeks) and the leave can be taken at any time in the 52 weeks following the birth. The notice an employee must provide in order to take paternity leave has also been reduced to 28 days. Employers will need to ensure any current policies are updated to reflect these changes and consider implementing new policies to deal with the new carer's leave rights available to employees. #guardianlaw #guardianpeoplemanagement #employerlawyer #hrpolicies #employmentlaw #employmentpolicies

As a business decision-maker, have you considered the positive impact of offering paid parental leave? Here is just one compelling reason why it's a win-win for both employees and employers: First-time mothers who use some form of paid leave are 32% less likely to quit their jobs before or after childbirth and are 19% more likely to return to the same employer after leave. By offering paid parental leave, businesses can foster loyalty and maintain a talented workforce. Check out the top 10 research-backed policies that speak to benefits for families and their positive impact on business profitability: https://bit.ly/2URB2cy Source: (Impaq International and Institute for Women’s Policy Research and Scientific American) #FamilyFriendlyPolicies #ParentalLeave #WorkingParents #BestPlace4WorkingParents

We pride ourselves on living up to our 'family-first' company values & believe our policies reflect this. Last week we shared our Maternity Policy, so wanted to follow up with our Paternity Policy. 💙 The statutory weekly rate of Paternity Pay is £172.48, or 90% of your average weekly earnings (whichever is lower). To qualify, employees must have been continuously employed by the employer for at least 26 weeks up to any day in the ‘qualifying week’. The ‘qualifying week’ is the 15th week before the baby is due. We pay all employees who have passed probation 100% of their salary for paternity leave. If employees are still on probation, we pay 50% of the salary. #paternityleave #paternitypay  #employeewellbeing  #employeebenefits  #wemove #familyfirst

Create a family-friendly workplace by replacing maternity leave with parental leave. Providing paid leave to both mothers and fathers promotes a more inclusive workplace while allowing employees to take the time off they need. For details on how to create an inclusive parental leave policy, click the link below. #ParentalLeave #EmployeeBenefits #DiversityAndInclusion #WorkingParents https://lnkd.in/gURAEMmi