The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 and the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024 came into force on 6 April 2024. When an individual is facing redundancy the employer is required to consider if there is any suitable alternative employment. Currently women on maternity leave who are at risk of redundancy get priority if there is any suitable alternative employment. The changes to the law extend who will get priority for suitable alternative employment, and now covers:
– On Maternity Leave, with cover extending for 18 months from the first day of the expected week of childbirth
– On Adoption Leave, with cover extending for 18 months from the placement of the child for adoption
– On Shared Parental Leave, with cover extending for 18 months from the birth of the child/placement of adoption, but only if the employee has taken at least 6 consecutive weeks of Shared Parental Leave.
Note however that this does not mean that the employee must be offered work that they are not able to do, or that work has to be created for an employee. If you are considering making redundancies and your employee/s falls into any of the above categories then we would advise seeking advice from an expert. Our team would be more than happy to help. Contact us here or call 03332005153
