The mother and father of all challenges – Your A-Z of family leave compliance
The coming year is likely to bring significant change in the regulation of family leave. Several new measures have already dominated the headlines at both EU and national level, including the Parental Leave (Amendment) Bill 2017
proposing to extend the leave by a number of weeks, a draft Heads of Family Leave Bill
proposing a substantial overhaul of leave arrangements and the proposed EU Directive on work-life balance for parents and carers
which suggests introducing a range of new protections for employees, with a particular focus on new parents and carers. Every employer will be affected by these initiatives, which come at a time when there are even greater restrictions on an employer’s flexibility to manage their workforce.
In keeping with our focus on the practical questions facing HR professionals and those who advise them, we will examine the top 5 family leave topics of the last 12 months, including the extent of employers’ obligations as regards employees undergoing fertility treatment. Employers are well aware of the special protection afforded to pregnant employees and those on maternity leave. However, there is uncertainty amongst employers as to the extent of their obligations to employees undergoing fertility treatment. We will examine recent case law in this developing area, in addition to force majeure leave, paternity and carer’s leave and examine how best to manage requests for flexible working arrangements.
Employers are all too aware of the practical difficulties that can arise with managing protective leave in the workplace considering the various forms and durations of statutory leave available. We will examine recent cases of the Workplace Relations Commission and Labour Court on protective leave and how they will affect your business. We will provide practical advice as to how to best ensure that your processes will withstand scrutiny. In particular, we will examine a number of recent cases on pregnancy and maternity leave taken under the Unfair Dismissals Acts 1977 to 2015 and the Employment Equality Acts 1998 to 2015. It is vital that business interests are protected while respecting HR best practice and compliance with the law.
Returning to work following an extensive period of leave can be overwhelming for many employees. When it comes to integrating an employee back into the workplace in line with their entitlements under protective leave legislation, employers can be faced with a number of challenges. We will examine best practice and how best to avoid the pitfalls. We will also look at case studies where employers have put in place a Return to Work Strategy and examine the do’s and don’ts. We will give delegates an insight into the practical effect these proposals may have on their business. This one-day seminar will be of significant interest and relevance to employment law practitioners, employers and senior managers alike.