BrightHR’s Post

Important Update: New Changes in Paternity Leave The latest updates to the Bereavement Act bring crucial changes to paternity leave rights in the UK. Now, fathers and partners have extended support, allowing them to take additional time off in cases of tragic loss. This new provision recognises the emotional needs of parents during such challenging times and supports a more compassionate approach to family leave. #PaternityLeave #BereavementAct #FamilyFirst #EmploymentRights

What does it mean to honor a family's grief? The Assembly advanced Bill A3505 from Assemblywoman Speight, to provide protected leave under the "Family Leave Act" and family temporary disability leave benefits for bereavement for the death of a child, miscarriage, stillbirth, and certain other circumstances. Hear Jackie Mancinelli's powerful testimony on this legislation. Learn more about Bill A3505 here:  https://lnkd.in/eaYatn37

🔴As an employer, you should set out what leave and pay employees are entitled to on compassionate grounds and when someone close to them dies. We have created a compassionate and bereavement leave policy template that you can download and adapt to suit your company’s needs. You can download this template for 🆓for a limited time. ⏰ https://lnkd.in/eXEyxpEs #employeewelfare #compassionateleave #bereavementleave

Forum of Private Business another useful template for small and micro businesses, we try to keep you all up to date and compliant, cheers ian

Big Changes to Oregon Family Leave Act (OFLA) take effect beginning July 1st, 2024. After 1/1/25 OFLA will only cover Sick Child and Bereavement. Read more here: https://lnkd.in/gvnb8NMz. #Oregon #OFLA #paidfamilyleave #LeaveSource #Qcera #leavemanagementsystem

📢 California Employees: Understanding Paid Family Leave (PFL) for Bonding with Your Baby! 👶✨ Did you know California's Paid Family Leave (PFL) program provides up to 8 weeks of paid benefits for parents to bond with their newborn or newly adopted child? It’s a game-changer for working families! 🙌 Here’s what you need to know: ✔️ PFL covers biological, adopted, and foster parents. ✔️ Available for both mothers and fathers. ✔️ You can take the leave anytime within the first year of your child’s birth or placement. ✔️ Your job is protected while you bond with your little one! It’s essential to understand your rights and make the most of this benefit. If you have questions about how PFL applies to you, reach out for expert legal advice! 📞 Confidential consultation: 213-618-3655 🌐 Read More: setyanlaw.com 📍 California #PaidFamilyLeave #PFL #CaliforniaLaw #EmploymentLaw #BabyBonding #WorkingParents #ParentalRights #FamilyFirst #EmploymentLawyer #Parenting #MooDeng #SetyanLaw

📢 New Legislation Alert: Paternity Leave (Bereavement) Act 2024  On 6 June 2024, Parliament passed the Paternity Leave (Bereavement) Act 2024. This significant law extends to England, Wales, and Scotland, and will be enforced once the necessary regulations are introduced.  Key Changes:  Immediate Paternity Leave: Bereaved fathers or non-birthing partners will now get day-one paternity leave if the mother or adopting partner dies.  No Minimum Service Requirements: Bereaved partners no longer need to meet minimum service requirements to qualify.  Expanded Leave: Bereaved partners who have already taken shared parental leave can still take paternity leave. If both the mother and child die, partners will still be entitled to leave.  This change was inspired by Aaron Horsey's story and supported across party lines, ensuring bereaved partners have the time they need during such difficult times.  If you need a policy review, please get in touch and we can make the updates to your policies.   You can learn more here - link in the comments. Stay informed and share this important update!  #PaternityLeave #BereavementAct2024 #WorkersRights #EmploymentLaw #UKLegislation #ParliamentNews #FamilySupport #EmployeeWellbeing

When removal is necessary, kinship care is the better choice. Our Kinship Care Cost and Benefit Analysis, prepared by Ecotone Analytics, estimates the total costs and benefits associated with three child welfare scenarios: family preservation, kinship care, and non-kinship care. While avoiding family separation has the smallest cost to society and leads to better outcomes for children, those in kinship care fair far better than those in non-kinship placements. This #kinshipcaremonth, explore our analysis to learn more about the costs and benefits associated with removal and preservation.

I decided to share this post as campaigns like this one led by Aaron are real life-changing events for many people. I thought as well this is a good chance to introduce a bit of history how paternity leave has actually been made into reality. It is an interesting dynamics of our changing life patterns and understanding their impact on our family relationship. I split it into two posts as I have exceeded the maximum character limit 😄 The concept of paternity leave began to gain traction in the UK in the 1980s-1990s, largely driven by advocacy for gender equality and better support for working families. During this period, however, formal policies specifically targeting paternity leave were limited. Paternity leave was officially introduced in the UK through the Employment Act 2002, which came into effect in April 2003. This legislation marked a significant step forward by recognizing the importance of fathers' involvement in early childcare. Under this act: Eligible fathers were entitled to two weeks of paternity leave. The leave had to be taken within 56 days of the child's birth. Statutory Paternity Pay (SPP) was provided at a fixed rate, which was lower than full wage replacement. The history of implementing paternity leave worldwide reflects evolving attitudes toward gender roles, family dynamics, and workplace policies. Here is a detailed look at how paternity leave has been adopted over time: Early History 19th Century: The industrial revolution shifted many men into wage-earning roles, separating work and family life. During this time, the concept of paternity leave was virtually non-existent, as traditional gender roles dictated the way of life. Mid-20th Century 1950s-1960s: The notion of parental leave began to emerge, primarily focusing on maternity leave. Some countries started to recognize the need for job protection for women after childbirth. 1960s: Sweden became a pioneer in parental leave policies, introducing maternity leave in 1955 and subsequently extending it to parental leave in 1974, allowing either parent to take time off. 1970s-1980s 1974: Sweden introduced the first gender-neutral parental leave, which allowed fathers to take time off work. This marked a significant shift towards recognizing the role of fathers in early child-rearing. Please continue in the next post 😊

This is such an important development in parental leave laws.