EMA’s Post

🚨 Big Changes Proposed for the Holidays Act! 🚨 Have you heard all the commotion?💥 Finally, after much anticipation, the Holidays Act is set to undergo a massive overhaul in 2024! 📝 The aim? To simplify, especially for atypical work arrangements. Here's a brief snapshot of some of the key proposed changes: 🗓️ Retain weeks as the unit of annual leave entitlement for clarity. 🏝️ Pro-rata annual leave to allow for leave in advance. 🧮 Use 13-week reference periods for annual leave calculations. 💸 Introduce clearer criteria and increase thresholds for PAYG. 🥝 Allow certain leave (sick, bereavement, etc.) to be taken in part days. 🤝 Extend bereavement leave to include other family members. 📆 Provide a prescriptive test to determine an Otherwise Working Day. ☝️ Make sick leave accumulate from the first day of employment, with full entitlements for family violence and bereavement leave from day one. These changes aim to: ✅ Provide clear and simple obligations. ✅ Be readily implementable in payroll systems. ✅ Offer flexibility for diverse working arrangements. ✅ Ensure fairness for both employers and employees. What are your thoughts on the proposed changes? 💭👇 --------------- Hungry for more? 🤤 Law Lenz is here to satisfy your craving! 🎧 Dive into our latest podcast episode, 'Comin' In Hot - Proposed Holidays Act Changes' 🔥 Link in the comments! 🔗👇 #lawlenz #humanresources #lawandlegislation

🔔 Carer's Leave 🔔 Employees and employers are still not aware of this right! Please share and spread the word as this could help so many people in the workplace: ✨ Employees can request up to 1 week of unpaid leave every 12 months. ✨ The purpose of this leave is to support or arrange care for a "dependent", who does not have to be a family member but has a disability, care needs or a physical or mental illness. ✨ Employees can request to take 1 whole week, or individual days. ✨ Employees must provide notice to their employer to indicate when they want to take their leave. ✨ The request does not have to be in writing, nor does the employee have to give proof of the dependent's care needs. ✨ Employers can ask the employee to delay this leave, but it needs to be reasonable. Please spread the word! 🙂 📞 07341 432 479 📧 jane@balancedhr.co.uk

Have Paid Family Leave questions while your claim is processing? Send us a message through Ask EDD: • Follow the link below, • Select “Learn More” under “Other (Questions),” • Select “Continue,” and complete the form. Get help at https://lnkd.in/g5ept_Qr. #PaidFamilyLeave #Benefits #PaidLeave

Unnecessary policy that will create dissatisfaction among the employees. If this continues very soon similar update will be applied for bereavement leave as well stating you are not dead hence report to work. Someone else will bury the dead. I wonder one day we might even hear since you have not delivered the baby report to work not eligible for paternity leave. anything is possible and anytime is possible. Do you know if your organization is planning to implement such policies. Do leave comments and share. #policies #dissatisfaction #employeesatisfaction #leavemanagement #leavepolicy #connections

Take care of yourself and your loved ones with our comprehensive Leave benefits at Children's National Hospital. From Annual Leave to Sick Leave, Paid Holidays, and Parental Leave, we've got you covered every step of the way. Because your well-being matters to us. Dive into the details here: https://bit.ly/3TkCFen #ChildrensNationalHospital #ChildrensNationalJobs #LeaveBenefits #WorkLifeBalance

Are you still waiting to receive your Paid Family Leave benefits? ⌚ Don't worry, let's figure this out together. It may take up to 14 days for us to process your claim. Some common reasons for delays 👇: • Not answering all questions completely • Missing some requested forms or info • Doctor certification has not been received • An eligibility issue is being investigated For more info see bit.ly/PFLPayments

🔔Carer's Leave 🔔 On 6th April, Carer's Leave will become a Day 1 right for all employees. Let's explore the main points: ✨ Employees can request up to 1 week of unpaid leave every 12 months. ✨ The purpose of this leave is to support or arrange care for a "dependent", who does not have to be a family member but has a disability, care needs or a physical or mental illness. ✨ Employees can request to take 1 whole week, or individual days. ✨ Employees must provide notice to their employer to indicate when they want to take their leave. ✨ The request does not have to be in writing, nor does the employee have to give proof of the dependent's care needs. ✨ Employers can ask the employee to delay this leave, but it needs to be reasonable. Need advice? Give me a call: 📞 07341 432 479 📧 jane@balancedhr.co.uk #hr #carersleave #hrsupport #dependent

Full-time or part-time employees can take paid carer’s leave if an immediate family or household member needs care or support because they are sick or injured or because of an unexpected emergency. And all employees, including casual employees, are entitled to 2 days unpaid carer’s leave each time an immediate family member or household member needs care and support for the same reasons. Full-time and part-time employees can only get unpaid carer’s leave if they don’t have any paid carer’s leave left (paid carer’s leave comes out of the same balance as your sick leave). For carer’s leave, an immediate family member is a: • spouse or former spouse • de facto partner or former de facto partner • child • parent • grandparent • grandchild • sibling, or • child, parent, grandparent, grandchild or sibling of the employee's spouse or de facto partner (or former spouse or de facto partner). This includes step-relations (e.g. step-parents and step-children) as well as adoptive relations. #fairwork #personalleave #carersleave #leave

🌟 News for Employees and Employers: Carer’s Leave Now in Effect! 🌟 As of 6 April 2024, a new right to Carer’s Leave has been introduced! Here’s what you need to know: 🔹 Day One Right: Available to all employees from their first day. 🔹 Leave Entitlement: Up to one week of unpaid leave every 12 months. 🔹 Purpose: To provide or arrange care for a dependant with long-term care needs. 🔹 Flexibility: Not limited to family members; can be for anyone reliant on the employee for care. 🔹 No Formalities: Advance notice required, but no written request or evidence needed. This initiative empowers employees to balance work and caregiving responsibilities more effectively. #CarersLeave #WorkLifeBalance #EmployeeRights #HRUpdates

Employees eligible for family responsibility leave must be full-time employees who have worked for their current company for more than four months and more than four days a week. There are particular criteria for Family Responsibility Leave. Family Responsibility Leave is not applicable for anything that isn't specified in Section 27 of the Basic Conditions of Employment Act. Full time employees are entitled to three days paid family responsibility leave per year, on request, when: 1. An employee’s child or adopted child is sick. (younger than 18 year) 2. Upon the death of the employee’s spouse or life partner; the death of the employee’s parent, adoptive parent, child, adopted child, grandchild, grandparent, or sibling. Note: - Family responsibility leave is not available for the birth of a child. - It is only for the illness of the employee’s child or adopted child, not for a spouse or life partner's illness. - For unmentioned relatives' deaths or illnesses, employees must use annual leave. For more information and assistance when it comes to family responsibility leave, contact Joblaw now, and consult with one of our leave experts 🖋 #FamilyResponsibilityLeave #EmployeeRights #WorkLifeBalance #EmploymentLaw #PaidLeave #KnowYourRights #HRPolicies #EmployeeBenefits