Latest news with #bereavementleave
BBC News
6 days ago
- Politics
- BBC News
Isle of Man parental and bereavement leave reforms announced
New parents will be able to share up to 50 weeks' leave from 1 November, the Manx government has change is included within reforms of employment laws on the residents will also be entitled to take an additional two weeks of leave following the death of a child under 18 or after a Minister Tim Johnston said the changes represented a "significant step forward in supporting families during some of the most important and difficult times that they may face". 'More flexible approach' Under the new system, bereavement leave can either be taken in one block or split into two separate weeks. It will have to be taken within a year of the child's government also said one week of leave would be available to prospective parents after a the case of shared parental leave, the 50 weeks must be taken before their child's first provisions are also being made for people adopting a said the "much-needed rights" would provide "a more flexible approach" for new families, and additional support at a "challenging time" for those who suffer a bereavement. 'Critical periods' The amended leave provisions will be accompanied by new allowances, which are due to be brought before Tynwald later this Minister Alex Allinson said the payments would ensure parents were "financially supported during these critical periods"."We recognise the importance of providing financial support to parents who need to take time off work to care for their new child in a flexible way that suits them," he changes in the Employment (Amendment) Act 2024 already implemented included strengthening the rights of families and to update laws covering neonatal care leave and carer's leave continues. Read more stories from the Isle of Man on the BBC, watch BBC North West Tonight on BBC iPlayer and follow BBC Isle of Man on Facebook and X.
Yahoo
01-08-2025
- Health
- Yahoo
How to speak to your boss about miscarriage
Parents who experience a miscarriage at any stage of pregnancy will soon be entitled to bereavement leave under the amended Employment Rights Bill. At present, bereavement leave is only available to parents who lose an unborn child after 24 weeks, leaving those who experience pregnancy loss earlier without a legal right to time off. But with many people still struggling to speak openly about miscarriage even with loved ones, it can seem impossible to speak to your manager about it. So what can you do to make the conversation a little easier — and get the support you need? 'Talking about miscarriage is deeply personal, and many people feel a sense of vulnerability when sharing this kind of loss,' says psychotherapist and Counselling Directory member Andrew Fleming. 'Miscarriage is still surrounded by silence and misunderstanding, which can leave parents feeling isolated or unsure how others will respond. In a workplace setting, there is often a fear of being judged, of seeming 'less capable' or of being treated differently once something so private is disclosed. 'The professional environment can feel at odds with the raw, emotional nature of grief, making it difficult to find the right words.' Read more: Does mental health first aid work? For many of us, it can be instinctual to try to separate our work and personal lives — even when it isn't possible. The waves of shock and grief can be hard enough to process privately, let alone in a professional setting. 'People may worry that sharing it will be 'too much' for others to hear, which is particularly challenging when managers are not trained or comfortable having sensitive conversations,' adds Fleming. 'It's often this fear of not being fully understood or validated that makes speaking up feel overwhelming.' So how can you speak to your boss about miscarriage? Reflect on what you need Ebere Akadiri, founder of Rise & Lead Women, advises checking if your organisation already has a policy in place. 'Knowing your rights can make these conversations less daunting. Decide in advance what you're comfortable sharing — remember, you don't owe anyone the details — and request a private conversation with your manager or the HR department,' she says. Read more: What the UK's NDA ban means for victims of workplace harassment 'Be clear about what you need most right now, whether that's leave, flexible hours or temporary adjustments to your workload.' You could also ask about wellbeing programmes, counselling services or employee resource groups that may be available. Kate Palmer, employment services director at the HR firm Peninsula, adds that employers should have clear, robust policies that make sure people can easily access and understand what they are entitled to during difficult times. 'As with any personal issue, employers should approach the conversation with care and sensitivity. Taking the time to listen and understand the situation before offering support will go a long way to alleviating some of the employee's concerns,' she adds. Choose the right time and setting Asking for a private meeting can help you feel safer and less rushed. 'If words feel difficult, consider sending an email first to outline your situation — this can make the face-to-face conversation less emotionally charged,' says Fleming. 'Approach the conversation from a place of self-compassion. You've experienced a loss, and you have the right to prioritise your emotional wellbeing,' he adds. 'Remind yourself that this is not a weakness, but a step towards getting the support you need.' Prepare what you want to say If the conversation feels daunting, it can be helpful to prepare a few key sentences in advance that express your situation and needs as clearly as possible. Read more: What we know about the UK's parental leave review 'This conversation can bring up a lot of emotion. If you worry that you might become overwhelmed, it can help to bring notes or even request someone you trust to join the discussion,' says Fleming. Consider your boundaries It's also important to think about boundaries. You are allowed to set limits around who knows and how it's communicated. 'Employers should also ensure that the conversation is kept confidential and only shared with those who absolutely need to be aware,' says Palmer. Reach out to others too Finally, remember that support doesn't stop at work. Consider reaching out to friends, family, or a counsellor who can help you process the emotional impact of your loss, rather than trying to manage difficult emotions on your own. 'These conversations are about seeking understanding, not proving your resilience,' says Fleming. Read more: How to stay motivated during a long job hunt How to cope with pregnancy sickness at work How the maternity system is failing self-employed womenSign in to access your portfolio
Daily Mail
01-07-2025
- Business
- Daily Mail
Labour pushes back legal right to work from home and ban on zero hours contracts to 2027 amid anger at employment rights law
Workers will not get the legal right to work from home and zero hours contracts will not be outlawed until 2027, the government admitted today. today insisted that her Employment Rights Bill 'will kick in within months' as she set out a timeline for different measures to come into effect. But the timeline for the bill, currently making its way through the House of Lords, shows that some of the more contentious measures will not be brought forward for at least 18 months. As well as WFH and zero hours contracts, protection from unfair dismissal from your first day at work will also be postponed, as will the right to bereavement leave designed to give workers 'time to grieve'. It comes amid warnings from businesses that the law will hamper the already fragile economy's chances of recovery. Business Secretary Jonathan Reynolds said staggering the introduction 'balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive.' But his Tory shadow Andrew Griffith said: 'Labour's decision to delay the ''Unemployment Bill'' in another U-turn is an admission that they have got it wrong again. '273,000 people have lost their jobs since the Autumn Budget and this trade union inspired Bill is going to make that even worse meaning more children growing up in workless households. Labour must throw it out and start again.' Workers' rights timeline Angela Rayner and Jonathan Reynolds set out the pace at which various aspects of the Employment Rights Bill will come into effect. They include: After the bill is passed: Immediate repeal of anti-strike laws to 'create a better relationship with unions that will prevent the need for strikes'. Protection against dismissal for taking industrial action April 2026: 'Day one' paternity leave and unpaid parental leave Whistleblowing protections kick in Fair work agency established to enforce labour rights. Statutory sick pay – lower earnings limit and waiting period removed October 2026: Ban on fire-and-rehire Tightening tipping law Employers required to take 'all reasonable steps' to prevent sexual harassment of employees. New rights and protections for trade union representatives 2027 Gender pay gap and menopause action plans. Enhanced dismissal protections for pregnant women and new mothers. Bereavement leave Ban on zero hours contracts 'Day 1' right to protection from unfair dismissal Improving access to flexible working - ie working from home. Ministers have opted for a 'phased' rollout of the changes, which were a Labour manifesto promise, in order to balance safeguards for employees with 'the practical realities' of running a company. Prime Minister Sir Keir Starmer has hailed the Government's flagship Employment Rights Bill, which is making its way through Parliament, as 'the single biggest upgrade to workers' rights in a generation'. Its measures include bolstered rights to parental leave, a crackdown on 'fire and rehire' practices and the removal of the lower earnings limit and waiting period for statutory sick pay. Under plans outlined in a 'roadmap' published by the Government on Tuesday, some changes will be implemented immediately after the Bill receives royal assent but others will take two years to come into effect. After the legislation has passed, Conservative-era rules restricting industrial action in sectors including health and education will be abolished as the Strikes (Minimum Service Levels) Act 2023 will be instantly appealed. New protections against dismissal for striking workers will also come into effect after the Bill makes it onto the statute books. Changes to sick pay, protections for whistleblowers, 'day-one' paternity leave and unpaid parental leave and reforms to strengthen financial security for staff facing mass redundancies will take effect in April 2026. In October 2026, measures to end 'unscrupulous' fire and rehire practices, tightened tipping laws aimed at ensuring workers take home a fair proportion of gratuity will be implemented, the Government said. Measures to strengthen right of access for trade unions and protect employees from harassment are now also due to come into effect next October under the roadmap. The Department for Business and Trade said that providing a 'structured timeline' would allow stakeholders to plan their time and resources to ensure they are ready for the changes. The Government will continue to consult with 'business groups, employers, workers and trade unions' in phases on the detail of the measures, beginning this summer and continuing into the new year, it said. Hospitality and recruitment bodies welcomed the time to prepare, while union leaders urged employers 'not to wait' for the law change before implementing the reforms. TUC general secretary Paul Nowak said: 'It's welcome that workers will start to benefit from these long overdue changes from later this year – but this timetable must be a backstop. 'We need to see these new rights in action as soon as possible. Decent employers don't need to wait for the law to change. 'They should be working with staff and unions right now to introduce these changes as quickly as possible.' GMB general secretary Gary Smith said: 'GMB members now know when these much-needed improvements will happen – we urge good employers not to wait; do the right thing and make these changes a reality today.' Kate Nicholls, chief executive of UKHospitality, said: 'Clear and precise timelines on when aspects of this legislation, and the processes to deliver them, will come into force is essential, and it was important that the Government embark on providing clarity. 'There are substantial changes for businesses in the Employment Rights Bill and it's right that the Government is using the appropriate implementation periods for the most complex issues for hospitality, in order to get the details right for both businesses and workers.'
