The Employment Rights Bill was released last week by the Labour government and has outlined a comprehensive plan for protecting the rights of working parents.
The Bill 2024 represents a significant shift in employment law, particularly enhancing the rights and protection of workers. We welcome the emphasis on strengthening protections against unfair dismissals and improving flexible working arrangements, particularly for working parents, carers and those with other responsibilities, who make up a substantial portion of today’s workforce.
Here, Vicky Walker, Group Director of People at international wellbeing provider Westfield Health, has commented on the bill and what this means for parents in the long run. With searches for ‘Paternity Leave and Pay’ and ‘Statutory Maternity Pay 2024’ increasing by +500% and +700% respectively, Vicky’s insights can help answer some burning questions on the topic of parental leave and flexible working.
“Flexible working rights becoming a default from day one is a landmark change. By legitimising flexibility as a core employee right, the bill acknowledges the growing need for workers, especially parents, to balance their professional and personal lives without sacrificing productivity. We know that employees who feel supported and trusted in managing their work-life balance are more likely to be engaged, loyal, and committed. For businesses, this helps attract new talent and improve retention—two key objectives for many organisations in today’s competitive labour market.
It’s encouraging to see day-one rights for maternity leave continue as part of the bill. This ensures that expectant and new mothers have immediate job protection and financial support, allowing them to take leave with confidence from the very start of their employment. This guaranteed stability can help retain female employees, reduce turnover and promote diversity in the workforce.
The extension of paternity leave and unpaid parental leave from day one of employment is an essential step toward achieving gender equity in caregiving responsibilities. This change not only supports fathers and non-birthing parents but also sets the stage for a more inclusive and engaged workforce, benefiting both families and organisations.
While the proposed reforms represent a major leap forward, it is vital that they are implemented effectively. Clear guidance from the government will be needed to ensure businesses can adapt smoothly to the new regulations and ensure their people understand the new rights. Employers must also be prepared to make reasonable adjustments to support working parents and carers. By doing so, they will not only enhance employee wellbeing but also contribute to a more resilient, motivated workforce.”
