Bloomberg Law for HR Professionals is a complete, one-stop resource, continuously updated, providing HR professionals with fast answers to a wide range of domestic and international human resources...
Oct. 15—A proposal put forward Oct. 4 by Chancellor of the Exchequer George Osborne to allow working grandparents to take time off to help care for their grandchildren “may not be such good news for employers,” Michael Briggs, a senior associate in the Employment Department of U.K. law firm Shoosmiths, writes on the CIPD website, because “with an aging workforce, the number of working grandparents that may benefit from the proposed extension will be significant.”
Under Osborne's proposal, expected to be put into practice in 2018, mothers and fathers would have the option to share with one of their parents as much as 50 weeks of parental leave and 37 weeks of parental-leave pay, currently 139.58 pounds ($212) a week or 90 percent of average weekly earnings, whichever is less.
“It is not yet clear to what extent employers will be affected by these proposals,” Briggs writes on the HR professional association site, “but the potential for a significant impact, based on statistics alone, is likely to remain.”
Briggs cites research from the Trade Union Council showing that 7 million grandparents currently provide regular childcare to their grandchildren, of whom 2 million have given up work or reduced their hours. Given these numbers, “the implications of the government’s proposals for employers are . . . significant,” according to Briggs.
And this comes on top of problems employers already face as demographics skew towards an older population.
“In addition to the proposed extension of shared parental leave,” Briggs writes, “an increasing older workforce means that employers are likely to face a new wave of requests for flexible working arrangements which is in addition to a working grandparent’s existing rights to unpaid time off to care for dependents. Employers will . . . need to be ready to adapt in the area of parental leave and pay.”
To contact the reporter on this story: Rick Vollmar at firstname.lastname@example.org
Briggs's article is available at http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/10/12/implications-of-adding-grandparents-to-shared-parental-leave-and-pay.aspx, a summary of the TUC's research at https://www.tuc.org.uk/workplace-issues/employment-rights/working-time-holidays/work-life-balance/nearly-seven-million.
For more information on British HR law and regulation, see the U.K. primer.
All Bloomberg BNA treatises are available on standing order, which ensures you will always receive the most current edition of the book or supplement of the title you have ordered from Bloomberg BNA’s book division. As soon as a new supplement or edition is published (usually annually) for a title you’ve previously purchased and requested to be placed on standing order, we’ll ship it to you to review for 30 days without any obligation. During this period, you can either (a) honor the invoice and receive a 5% discount (in addition to any other discounts you may qualify for) off the then-current price of the update, plus shipping and handling or (b) return the book(s), in which case, your invoice will be cancelled upon receipt of the book(s). Call us for a prepaid UPS label for your return. It’s as simple and easy as that. Most importantly, standing orders mean you will never have to worry about the timeliness of the information you’re relying on. And, you may discontinue standing orders at any time by contacting us at 1.800.960.1220 or by sending an email to email@example.com.
Put me on standing order at a 5% discount off list price of all future updates, in addition to any other discounts I may quality for. (Returnable within 30 days.)
Notify me when updates are available (No standing order will be created).
This Bloomberg BNA report is available on standing order, which ensures you will all receive the latest edition. This report is updated annually and we will send you the latest edition once it has been published. By signing up for standing order you will never have to worry about the timeliness of the information you need. And, you may discontinue standing orders at any time by contacting us at 1.800.372.1033, option 5, or by sending us an email to firstname.lastname@example.org.
Put me on standing order
Notify me when new releases are available (no standing order will be created)