Significant changes to the Employment Law regime appear to be introduced by the Government every 6 months, at the beginning of April and also at the beginning of October every year.

This April sees the further introduction and effect of the provisions of the Work and Families Act 2006. The aim of the Act and its associated regulations is to establish a balanced package of rights and responsibilities for both employers and employees.

The new regulations will affect the following areas:

• The extension of Maternity and Adoption Pay from 6 to 9 months where the Expected Week of Childbirth/Adoption Placement is after 1 April 2007 (the Government’s intention is by the end of this Parliament to extend this to a full year);

• The right to request flexible working is to be extended to carers of dependent adults from 6 April 2007;

• The notification provisions as regards early return to work have been modified to give a longer period of notice so that an employer can plan for the return of the employee from maternity or adoption leave – 8 weeks as opposed to the old 28 day rule. The new provisions also provide for up to 10 “keeping in touch days” without affecting Maternity Leave or Pay linked with provisions for better communications during Maternity/ Adoption Leave.

Although it has not been finalised and implemented through regulations, the Act also provides the power to extend an employee’s entitlement of 4 weeks annual leave. At present employers can include, as part of the entitlement to 4 weeks leave, public and bank holidays. It is understood that from 1 October 2007 as a transitional measure the minimum annual leave a full time worker will receive will be 24 days per annum with this being extended to 28 days from 1 October 2008.

For further information please contact David Ridley of Whitehead Vizard on 01722 412141.