- Flexible working: following consultation, the government is considering a proposal that the right to request flexible working be available from day one of employment or even to be an automatic right unless the employer can justify an alternative arrangement.
- Data protection: the ICO is expected to publish updated employment practice guidance this year, which is thought to potentially lessen the burden on employers.
- Extended leave for neonatal care: in March 2020 the government published a consultation response confirming that parents of babies that are admitted into hospital (where the baby is 28 days old or younger) will be eligible for neonatal leave and pay if the admission lasts for a continuous period of seven days or more. The right to leave will apply from day-one of employment and will be available for up to a maximum of 12 weeks. It is thought that this leave will be in addition to maternity or paternity leave. The right to statutory pay during this leave will be subject to 26 continuous weeks service. An implementation date is yet to be confirmed.
- Sexual harassment: it is expected that a new proactive duty will be introduced requiring employers to prevent sexual harassment in the workplace and introducing new protections from third-party harassment. Nothing has yet been confirmed but it is thought that changes could be introduced in 2022.
- Carers’ leave: it is expected that the government will confirm a new right to one week’s unpaid leave per year for employees with long-term care responsibilities.
If you would like further information on any of the above points, please get in touch with Tom Clarke – email@example.com.