Managing staff
These regulations are designed to protect the employee in the workplace, through rules on areas including working time, statutory annual leave, sick pay and disability adjustments.
You can find the regulations that relate to managing staff below to the left.
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Conduct of Employment Agencies and Employment Businesses Regulations 2003 Legislation ensures the regulation of employment agencies and businesses.
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Employment Agencies Act 1973 (Exemption) (No 2) Regulations 1979 These Regulations exempt certain named organisations from the licensing and other provisions of the Employment Agencies Act 1973
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Employment Agencies Act 1973 (Exemption) (No 2) Regulations 1984 As above, this regulation amends specific exclusions to the Act.
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Employment Agencies Act 1973 (Exemption) Regulations 1976 As above, this regulation amends specific exclusions to the Act.
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Additional Paternity Leave (Adoptions from Overseas) Regulations 2010 These regulations set out the statutory entitlements to additional paternity leave when a child is adopted from overseas and the processes which employers and employees must follow.
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Additional Paternity Leave Regulations 2010 These regulations set out the statutory entitlements to additional paternity leave and the processes which employers and employees must follow.
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Additional Statutory Paternity Pay (Adoptions from Overseas) Regulations 2010 These regulations set out details such as the eligibility requirements and notice an employee must give in order to receive Additional Statutory Paternity Pay when adopting a child from overseas.
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Additional Statutory Paternity Pay (Birth, Adoption and Adoptions from Overseas) (Administration) Regulations 2010 These regulations set out how employers can reclaim amounts of Additional Statutory Paternity Pay which they have paid to their employees.
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Additional Statutory Paternity Pay (General) Regulations 2010 These regulations set out details such as the eligibility requirements and notice an employee must give in order to receive Additional Statutory Paternity Pay.
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Additional Statutory Paternity Pay (National Health Service Employees) Regulations 2010 These regulations set out cases in which employment with more than one NHS trust may be treated as a single contract for the purposes of Additional Statutory Paternity Pay.
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Additional Statutory Paternity Pay (Weekly Rates) Regulations 2010 These regulations set out the weekly rate of Additional Statutory Paternity Pay.
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Companies Cross-Border (Mergers) Regulations 2007 The Regulations provide a framework whereby companies may engage in a cross-border merger
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Data Protection (Processing of Sensitive Personal Data) Order 2000 This regulation determines the specific circumstances in which the processing of sensitive personal data can be carried out.
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Employers’ Liability (Compulsory Insurance) (Amendment) Regulations 2004, These regulations remove the requirement for businesses to obtain insurance where limited companies employ only their owner and where that employee also owns 50% or more of the issued share capital in the company.
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Employers’ Liability (Compulsory Insurance) (Amendment) Regulations 2008, This regulation removes burdens on business by allowing employers to display insurance certificates electronically and abolishes the need to keep insurance policies for 40 years.
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Employers’ Liability (Compulsory Insurance) Regulations 1998, These regulations make it compulsory for employers to insure their liability to their employees against injury or disease sustained during employment and to display insurance certificates.
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Employment Act 2002 (Amendment of Schedules 3, 4 and 5) Order 2007, These regulations amend the original act that sets out the proceedures that must be followed for resolving employment disputes.
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Employment and Training Act 1973 (Repeals) Order 1981 This Order terminates certain sections of the Employment and Training Act 1973 which enable the Manpower Services Commission to provide careers service on behalf of a local authority.
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Employment Protection (Continuity of Employment) (Amendment) Regulations 2001, These regulations ensure that an employee’s continuity of employment is not broken and lost in the event they have been dismissed and a successful arbitration process results in their reinstatement/ re-employment.
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Employment Protection (Continuity of Employment) Regulations 1996 These regulations ensure that an employee’s continuity of employment is not broken and lost in the event they have been dismissed and reinstated as a result of making a successful claim under the Disability Discrimination Act 1995.
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Employment Protection (Offshore Employment) (Amendment) Order 1977 These amendments to employment protection regulations are to ensure employees working offshore have rights such as maternity pay and an itemised pay statement
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Employment Protection (Offshore Employment) (Amendment) Order 1981 This regulation extends the scope of the Employment Protection (Offshore Employment) Order 1976 to include any activities connected with the exploration or exploitation of the Frigg Gas Field if the employer is a UK company, futher provisons of the Employment Protection Act 1975 and substantive provisions of the Employment Act 1980.
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Employment Protection (Offshore Employment) (Amendment) Order 1984 Further amendments to offshore workers rights and protection to include changes brought in by the Employment Act 1982.
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Employment Protection (Offshore Employment) Order 1976, Regulation to ensure that employment law applies to people working in British territorial waters and designated areas of the Continental Shelf
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Employment Relations (Offshore Employment) Order 2000 This regulation ensures that the same trade union and industrial relations rules apply in cases of offshore working.
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Employment Rights Act 1996 (Application of Section 80B to Adoption Overseas) Regulations 2003 Regulations make provisions relating to paternity leave in the event where a child is adopted from abroad
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Employment Rights Act 1996 (Application of Section 80BB to Adoptions from Overseas) Regulations 2010 These regulations make provisions relating to paternity leave in the event where a child is adopted from abroad
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Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, These regulations give fixed term employees the right not to be treated less favourably than a similar permanent employee.
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Flexible Working (Eligibility, Complaints and Remedies) (Amendment) Regulations 2006 These regulations widen the scope of the statutory right for employees to request flexible working which previously applied to carers of children under 6 or disabled children under 18, to cover employees who care for certain adults.
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Flexible Working (Eligibility, Complaints and Remedies) (Amendment) Regulations 2007 These regulations supplement the 2006 Regulations and insert two further categories of adult in the definition of “relative” which had been intended to be included in the 2006 Regulations
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Flexible Working (Eligibility, Complaints and Remedies) Regulations 2002 These regulations set out the parameters for complaints, compensation and disciplinary in relation to the flexible working regulations.
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Flexible Working (Procedural Requirements) Regulations 2002 These regulations specify how an employer must deal with a request from an employee to work flexibly
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Information and Consultation of Employees Regulations 2004 These regulations establish the right for employees to be informed and consulted about issues affecting the business for which they work.
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Maternity Allowance and Statutory Maternity Pay Regulations 1994, Amendments to maternity allowance and statutory maternity pay (SMP), for example, changing the weekly rate of maternity allowance and the start date for SMP – enabling women to choose the week they want their pay to begin.
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Maternity and Parental Leave (Amendment) Regulations 2001 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Maternity and Parental Leave (Amendment) Regulations 2002 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Maternity and Parental Leave etc and the Paternity and Adoption Leave (Amendment) Regulations 2006 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Maternity and Parental Leave etc and the Paternity and Adoption Leave (Amendment) Regulations 2008 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Maternity and Parental Leave etc Regulations 1999 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Maternity Pay and Maternity Allowance (Transitional) Regulations 1987, Transitional regulations associated with the introduction of Statutory Maternity Pay and Maternity Allowance
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Ordinary Statutory Paternity Pay (Adoption), Additional Statutory Paternity Pay (Adoption) and Statutory Adoption Pay (Adoptions from Overseas) (Persons Abroad and Mariners) Regulations 2010 These regulations set out how Additional and Ordinary Statutory Paternity Pay and Statutory Adoption Pay apply to mariners or those working abroad who adopt a child from overseas.
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Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (Amendment) Regulations 2002, These regulations remove the distinction between fixed-term and permanent contract workers for the purpose of ascertaining what are different types of contract. Also removes limits that can be awarded in the case of claims for access to occupational pension schemes.
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Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, These regulations give part-time workers the right not to be treated less favourably than a similar full time worker unless it can be justified.
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Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2001, These regulations ensure that part time workers are not treated differently to full time workers when negotiating compromise agreements to leave an employer
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Paternity and Adoption Leave (Adoption from Overseas) Regulations 2003 These regulations set out the statutory entitlements to paternity and adoption leave when a child is adopted from overseas and the processes which employers and employees must follow.
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Paternity and Adoption Leave Regulations 2002 These regulations set out the statutory entitlements to paternity and adoption leave and the processes which employers and employees must follow.
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Public Interest Disclosure (Prescribed Persons) (Amendment) Order 2003 This order amends the Public Interest Disclosure (Prescribed Persons) Order 1999 that protects whistleblowers from detrimental treatment by their employer.
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Reserve Forces (Safeguard of Employment) Act 1985 This legislation provides protection to reservists in returning to their employment following a period of active service for the UK’s armed forces.
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Right to Time Off for Study or Training Regulations 2001 These regulations set out that where an employee between the ages of 16-17 years old, has not achieved a level 2 qualification they have the right to time off for study
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Smoke-free (Exemptions and Vehicles) Regulations 2007 This regulations specify the circumstances where smoke-free legislation does not apply to vehicles used for work
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Statutory Maternity Pay (Compensation of Employers) Amendment Regulations 2002, This regulation amends the meaning of ‘small employers’ to cover employers whose National Insurance Contributions paid in the previous tax year do not exceed £40000.
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Statutory Maternity Pay (Compensation of Employers) Amendment Regulations 2003, Regulations make amendments to the process for employers to recover statutory maternity pay from the Government.
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Statutory Maternity Pay (Compensation of Employers) Amendment Regulations 2004, This regulation amends the meaning of ‘small employers’ to cover employers with National Insurance contributions paid in the previous tax year of £45000 (raised from £40000).
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Statutory Maternity Pay (Compensation of Employers) and Miscellaneous Amendment Regulations 1994, This amendment changes the amount of Statutory Maternity Pay that employers can reclaim from the Government.
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Statutory Maternity Pay (General) (Modification and Amendment) Regulations 2000, This regulation sets the rules for when women are dismissed or whose employment is terminated before the week they would qualify for maternity pay.
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Statutory Maternity Pay (General) Amendment Regulations 1988, Amendments to the rules on how women qualify for statutory maternity pay if their employment is ended.
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Statutory Maternity Pay (General) Amendment Regulations 1990, Amendments to regulation to enable women who are seasonal workers to qualify for maternity pay.
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Statutory Maternity Pay (General) Amendment Regulations 1996, This amendment introduces a specific change that means a woman who receives a backdated pay award during her maternity leave period, the employer has to recalculate Statutory Maternity Pay entitlement, if the additional pay affects her entitlement to SMP.
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Statutory Maternity Pay (General) and Statutory Sick Pay (General) (Amendment) Regulations 2001, These amendments make it illegal for employers to not comply with statutory sick pay and statutory maternity pay rules.
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Statutory Maternity Pay (General) Regulations 1986, These regulations set the rules for Statutory Maternity Pay, including whether women qualify for the payment and how employers should make those payments.
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Statutory Maternity Pay (Medical Evidence) Regulations 1987 Regulations covering the medical evidence required to prove a woman is pregnant and her expected week of childbirth
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Statutory Maternity Pay, Social Security (Maternity Allowance) and Social Security (Overlapping Benefits) (Amendment) Regulations 2006, Regulations that make changes to maternity pay, including increasing the payment period to 39 weeks, and allows payments of SMP to be paid for part weeks.
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Statutory Paternity Pay (Adoption) and Statutory Adoption Pay (Adoptions from Overseas) (Administration) Regulations 2003 These regulations apply the process for employers to reclaim amounts of Statutory Paternity Pay or Statutory Adoption Pay which they have paid to their employees for overseas adoption cases.
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Statutory Paternity Pay (Adoption) and Statutory Adoption Pay (Adoptions from Overseas) (No 2) Regulations 2003 These regulations set out details such as the eligibility requirements and notice an employee must give in order to receive Statutory Paternity Pay or Statutory Adoption when adopting a child from overseas.
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Statutory Paternity Pay and Statutory Adoption Pay (Administration) Regulations 2002 These regulations set out how employers can reclaim amounts of Statutory Paternity Pay or Statutory Adoption Pay which they have paid to their employees.
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Statutory Paternity Pay and Statutory Adoption Pay (Amendment) Regulations 2004 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Statutory Paternity Pay and Statutory Adoption Pay (General) and the Statutory Paternity Pay and Statutory Adoption Pay (Weekly Rates) (Amendment) Regulations 2006 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Statutory Paternity Pay and Statutory Adoption Pay (General) Regulations 2002 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Statutory Paternity Pay and Statutory Adoption Pay (Weekly Rates) (Amendment) Regulations 2004 These regulations set out the statutory entitlements to maternity and parental leave and the processes which employers and employees must follow.
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Statutory Paternity Pay and Statutory Adoption Pay (Weekly Rates) Regulations 2002 – as amended These regulations set out details such as the eligibility requirements and notice an employee must give in order to receive Statutory Paternity Pay or Statutory Adoption Pay.
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Statutory Sick Pay (General) (Amendment) (Transitional) Regulations 1986, This regulation brings in changes to sick pay, that enable two periods of sickness to be treated as one if the gap between them was less than a certain amount of weeks
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Statutory Sick Pay (General) (Amendment) Regulations 1986 Amendments that change the rules on how periods of sickness are calculated and paid for and introduces a maximum number of years sick pay can run for.
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Statutory Sick Pay (General) (Amendment) Regulations 2008, Amends the information that employers need to provide to their employees who are sick to enable them to claim benefits. The changes also mean a new employer does not need to take into account sick pay of an employee with a previous employer when calculating payments.
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Statutory Sick Pay (General) Amendment (No 2) Regulations 1987, Amendments that introduce periods for which pregnant women are not entitled to SSP, and amending the information employers are required to provide to their employee.
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Statutory Sick Pay (General) Amendment Regulations 1984, These amendments bring in changes to the time limit by which an employee must inform their employer of sickness.
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Statutory Sick Pay (General) Amendment Regulations 1985, Amendments that allow for certain specified days to no longer be treated as qualifying days for statutory sick pay
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Statutory Sick Pay (General) Amendment Regulations 1987, Regulations setting out the circumstances when liability to pay statutory sick pay lies with the Secretary of State rather than an employer, where an employer becomes insolvent.
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Statutory Sick Pay (General) Amendment Regulations 1996, Regulations amend the record keeping of Statutory Sick Pay.(reg 13) Where an employer makes a contractual payment to his employee which is equal to or exceeds the amount of SSP payable, it shall not be treated as a payment of SSP for record keeping.
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Statutory Sick Pay (General) Regulations 1982, Regulations underpinning the provision of Statutory Sick Pay . For examjple, entitlements, time limits, record keeping, questions arising and definitions.
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Statutory Sick Pay (Medical Evidence) Regulations 1985, Regulations covering the medical evidence related to a claim for Statutory Sick Pay
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Statutory Sick Pay and Statutory Maternity Pay (Decisions) Regulations 1999, Regulations related to the handling of disputes regarding entitlement to statutory sick pay and statutory maternity pay.
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Statutory Sick Pay Percentage Threshold Order 1995 (Consequential) Regulations 1995, Consequential regulations.
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Statutory Sick Pay Percentage Threshold Order 1995, This order covers details of the circumstances when employers can recover some or all of the statutory sick pay they have paid to their employee(s).
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Statutory Sick Pay (Mariners, Airman and Persons Abroad) Regulations 1982 These Regulations apply rules of Statutory Sick Pay to mariners, airmen, persons abroad and persons employed in operations on the Continental Shelf.
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Suspension from Work (on Maternity Grounds) Order 1994, The Employment Rights Act provides that a woman will be entitled to be offered alternative work or to be paid her usual pay if she cannot continue her job because she is pregnant. These regulations set out the requirements or recommendations where this would apply, for example the job could be unsafe for a pregnant woman to do.
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Suspension from Work on Maternity Grounds (Merchant Shipping and Fishing Vessels) Order 1998, As above but relating to the shipping industry
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Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 The Lawful Business Practice Regulations allow interception of any communications (whether inside or outside the organisation) so long as whoever controls the communications system has consented.
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The Statutory Maternity Pay (Compensationof Employers) Amendment Regulations 2003 Regulations that amend rules on funding of employers liablity, advance funding, payments to the board, and payments by the board.
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Statutory Maternity Pay (Persons Abroad and Mariners) Regulations 1987 These Regulations provide for statutory maternity pay in relation to persons abroad, women who work as mariners or women who work on the continental shelf.
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TICE Amendment Regs 2010 These regulations amend the TICE (Transnational Information and Consultation of Employees) 1999 Regulations to take account of changes to the law at European level
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Time Off for Public Duties (No 2) Order 2000 This Order modifies Section 50(9) of the Employment Rights Act to add the General Teaching Council for England and the General Teaching Council for Wales to the list of relevant educational bodies. These count as organisations people can request time off from their employer to serve as volunteers.
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Time Off for Public Duties (Parent Councils) Order 2007 This order amends Section 50 (9) (d) of the Employment Rights Act 1996 to substitute the wording “parent councils” for “school boards”.
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Time Off for Public Duties Order 2000 This order adds Scottish water and sewerage authorities and Water Industry Consultative Committies to the list of bodies specified in the Employment Rights Act 1996 as organisations an employee can take time off during working hours in order to attend meetings or for other purposes connected with the fuctions of the body.
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Training for Work (Miscellaneous Provisions) Order 1995,
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Transfer of Undertakings (Protection of Employment) (Greater London Authority) Order 2000 These regulations specifically deal with protecting an employee’s terms and conditions when transfering their employment to the Greater London Authority when it was created in 1999
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Transfer of Undertakings (Protection of Employment) (Rent Officer Service) Regulations 1999 These regulations protect the terms and conditions of employees providing clerical and administrative assistance to rent officers when responsibility moved from local authorities to the Secretary of State of DTI in 1999
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Transfer of Undertakings (Protection of Employment) (Transfer to OFCOM) Regulations 2003 As above but relate to staff transferring from the Broadcasting Standards Commission, the Radio Authority, the Radiocommunications Agency and the Director General of Telecommunications with the formation of OFCOM under the 2003 Communications Act
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Transfer of Undertakings (Protection of Employment) Regulations 2006 Regulations implementing European Commission Acquired Rights Directive, designed to safeguard employees’ rights where the business, part of a business or a service provision in which they are engaged in changes hands. They also benefit employers by smoothing the process of necessary business restructuring and public sector modernisation.
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Transnational Information and Consultation of Employees Regulations 1999 Regulations which establish the right for employees of multinational businesses to be informed and consulted about transnational issues affecting the business
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Working Time (Amendment No 2) Regulations 2006 An EU based health and safety law covering hours at work, annual leave entitlements, rest break provisions and night working. This is an amendment to the original 1998 regulations to clarify offshore work
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Working Time (Amendment) Regulations 2001 As above, this is an amendment to the original 1998 regulations to remove an incompatible qualifying period following an ECJ judgement.
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Working Time (Amendment) Regulations 2002 As above, this amends the 1998 regulation so they are compliant with 1994 young people at work directive.
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Working Time (Amendment) Regulations 2003 As above, this amends the 1998 regulation so that it is compliant with the 2000 EU Working Time Directive.
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Working Time (Amendment) Regulations 2007 As above, this is an amendment to the original 1998 regulations to increase amout of annual leave from 4 weeks to 5.6 weeks.
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Working Time Regulations 1998 This regulation implements the EU Working Time Directive (1993)
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Working Time Regulations 1998 (Amendment) Regulations 2004 Amendment to the original 1998 regulations to extend the definition of a lawyer.
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Working Time Regulations 1999 Amending the original 1998 regulations to make record keeping less prescriptive for employers whose staff sign the optout of the working time directive
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National Minimum Wage Regulations 1999 This regulation sets detailed rules on operation of the National Minimum Wage (NMW)
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National Minimum Wage (Increase in Development Rate for Young Workers) Regulations 2000 This regulation increases NMW rates for workers aged between 18 and 22
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2000 This regulation increases NMW rates and amends provisions on apprentices, time work and salaried hours work
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2001 This regulation corrects an unintended anomaly by bringing agency & home workers within scope of exclusion for NMW for trainees on Government training schemes
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National Minimum Wage Regulations 1999 (Amendment)(No 2) Regulations 2001 This regulation increases NMW rates and makes changes to definitions of “training”
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2002 This regulation increases the NMW rates and clarifies which NMW rate applies in a particular pay reference period
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2003 This regulation increases minimum hourly rate and changes way the accommodation offset is calculated
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2004 This regulation changes the way in which NMW is calculated for output workers
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National Minimum Wage Regulations 1999 (Amendment)(No.2) Regulations 2004 This regulation increases NMW rates and amends list of apprenticeship schemes and record keeping requirements for employers of workers under fair piece rates
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2005 This regulation increases NMW rates and exempts those in the Leonardo da Vinci Programme from the NMW
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2006 This regulation increases NMW rates and makes it clear that a worker who does not qualify for the NMW is not entitled to the youth rates
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2007 This regulation increases NMW rates, exempts further categories of work experience from the NMW and changes accommodation offset rules for local authorities and registered social landlords
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2008 This regulation increases NMW rates and makes provision for people on Government employment programmes
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2009 This regulation increases NMW rates, exempts workers on two EU Lifelong Learning Programmes from the NMW and provides that tips do not count as pay for NMW purposes.
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National Minimum Wage Regulations 1999 (Amendment) Regulations 2010 This regulation increases NMW rates and provides for a new apprentice minimum wage.
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National Minimum Wage (Amendment) (No2) Regulations 2010 This regulation provides that payments from an employer for travelling expenses that are tax deductible do not count towards the NMW
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The European Public Limited-Liability Company (Employee Involvement) (Great Britain) Regulations 2009 These regulations seek to safeguard employees’ rights to employee involvement in a European Public Limited Liability Company
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The European Cooperative Society (Involvement of Employees) Regulations 2006 These regulations seek to safeguard employees’ rights to employee involvement in a European Cooperative Society
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The Education (Student Loans) (Repayment) Regulations 2009 These regulations govern repayments of student loans by borrowers who have taken out income-contingent repayment loans for courses which began any time during or after September 1998
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The Education (Student Loans) (Repayment) Regulations 2009 (Ammendment 2010) The amendments serve to ensure that the student loan repayment system remains aligned with Her Majesty’s Revenue and Customs
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The Education (Student Loans) (Repayment) (Amendment) Regulations 2011 These amendments change the time limited threshold for re-payment of student loans and introduce new penalties placed on employers if they do not pay tax or file returns on time.
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The Right to Request Time to Train Regulations 2010 The Right allows employees to ask for time to train for accredited and unaccredited training to help them develop skills relevant to their job, workplace or business. The Government announced in March 2011 the Right, which currently only applies in businesses with 250 or more staff, would not be extended to SMEs. Formal evaluation of the Right will take place in April 2015, enabling an evidence based decision on whether the right should remain as it is, be extended or repealed. Comments received as part of the Red Tape Challenge will inform the evaluation.
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Tell us what you think should happen to these regulations and why, being specific where possible:
- Should we scrap them altogether?
- Could their purpose be achieved in a non-regulatory way (eg through a voluntary code?) How?
- Could they be reformed, simplified or merged? How?
- Can we reduce their bureaucracy through better implementation? How?
- Can we make their enforcement less burdensome? How?
- Should they be left as they are?
i think all of the maternity and paternity rights and legislations should be kept! i have only just returned to work after having my baby, i have worked everyday for the last 6 years, since i left school… rather than taking the money off people who have worked to earn, and contribute to the benefits, how about taking the maternity benefits off the people who DONT pay tax, and who rely on the government to raise their children, as they simply cant! i think this is a total disgrace… people who dont/cant work and are on benefits have children to get more money, and a house etc… yet decent people who slave their guts out to earn and provide for their families are once again being “pooped” on!Comment Tags: government
We need a minimum wage to protect the young and the worker without qualifications. Most of the people in these two groups are through no fault of their own unable to make their voices heard, but with our help and by being a much louder voice WE CAN HELPComment Tags: Minimum wage battle for all
flexible working hours should apply to all people regardless of age, whether or not they have children, disability, etc because people do have a life outside of work.
Make maternity leave up to 52wks without loss of money and to bring back the payments to help set up that have been lost
It should be kept & not scrapped
Make it a 1 payment for all
Its best to be kept
I think we should be entitled to the maternity rights we have not and this should not be changed.
i think it is absolutely disgraceful to even consider scrappy maternity pay and maternity leave! every woman is entitled to it and it should be left alone as it would be a breach of human rights. if it were to go pregnant women could be subject of bullying from employers for just for being pregnant, and financial implications would be if maternity pay were scrapped would be that children would be something only the wealthy could have. both maternity and paternity pay and leave should stay and be further improved on.
flexible working hours should apply to all people regardless of age, whether or not they have children, disability, etc because people do have a life outside of work.
If it is to be kept, then it should be the same for 16 and 18 year olds as it is for 21 year olds. You can leave school at sixteen so why not get paid properly for it? When i started work at 16, i was on a decent rate for a 16 year old, but i was still doing exactly the same job as my older counterparts. Why should i be paid less for doing exactly the same job?Comment Tags: minimum wage
maternity and paternity leave and pay should not be scrapped to even suggest this is utter stupidity. the last thing expecting parents need to worry about is money especially if they have low income. the government should wake up and realise this is not the way to save money they could try lowering the ministers expenses. why should the taxpayers have to pay for second homes for ministers and yet we may not be able to get maternity pay!
i thinks its a disgrace the way employers treat their employees with regards to flexible working. im a parent with a baby who is in a creche and i have been bullied by a new manager into working hours that dont suit at all, i now work hours that the creche is not open and have to rely heavily on my mother to mind my baby so i can go to work, i dont mind my job and my hours were perfect before all the changes but my manager argued that my hours did not suit the needs of the business, even though with some reworking of other staffs hours i could keep my old shifts. my manager takes the approach that i should be lucky i have a job and i should take the hours i can get. To me this isnt flexible working to suit parents, this was just a case of take the new hours or live with no job.Comment Tags: flexible working for parents
The current maternity leave should not be reduced and nor should the pay. Working women who get off their backsides and go to work and want to raise a family in a home that they and their partner pay for should be better looked after financially.
How about scrapping payments to girls and women who have never worked a day in their life and pop babies out purely to provide them with an income. These children are generally the ones that end up costing us tax payers a huge amount of money for one reason or another. It’s a disgrace that the government would even consider this.Comment Tags: How about scrapping benefits to those who can’t be bothered to get of their backsides and go to work, to save money.
I think every woman should be entitled to maternity pay and that it is discusting that they are even thinking of taking it away.Comment Tags: should be entitled to maternity pay
treat all workers on an individual basis
11 years ago women were given 16 weeks maternity, now they have 1 year. Do we really as a country wish to return to forcing mums from their babies too early through financial desperation?
I think it is disgusting that the government is even thinking of scrapping maternity pay. We as tax paying women should be entitled to that money as a result of paying our taxes. There are people within the society that get money from the government without having paid any taxes.
I think that as an employer we should address flexible working patterns and adopt them, when they both suit the individual and the business. We all have families and should have the appropriate work life balance to enable us to complete our jobs and have quality times with our families.
not so much to improve it but keep the minimun wage act as this works for employee’s for a better standard of living others wise we would be back to £1.90 per hour i think going back to this would help to put more people on the dole and icrease unenployement at a time when we need more people in work for growth