Overview

This bill introduces a new statutory right to parental bereavement leave and pay for employees who have lost a child. It provides a minimum of two weeks' leave and pay, to be taken within 56 days of the child's death, and makes various amendments to existing legislation to accommodate this new entitlement.

Description

The Parental Bereavement (Leave and Pay) Bill creates two new statutory entitlements:

Parental Bereavement Leave:

This grants employees who have lost a child (under 18, including stillbirths after 24 weeks of pregnancy) a minimum of two weeks' leave. The leave must be taken within 56 days of the child's death. The bill allows for regulations to be set by the Secretary of State to further define the leave entitlement, including situations where an employee loses more than one child. Employees retain most employment rights during this leave, though not necessarily their remuneration.

Parental Bereavement Pay:

This provides eligible bereaved parents with a minimum of two weeks' pay. To qualify, an employee must have worked for their employer for at least 26 weeks, and earn above a set minimum wage. The rate of pay and specific details will be determined by regulations issued by the Secretary of State.

Amendments to Existing Legislation:

The bill extensively amends several Acts, including the Employment Rights Act 1996 and the Social Security Contributions and Benefits Act 1992, to incorporate the new parental bereavement leave and pay provisions. These amendments ensure consistency across various employment and social security regulations.

Government Spending

The bill will lead to increased government spending due to the introduction of statutory parental bereavement pay. The exact cost is not specified in the bill itself but will depend on the rate of pay and the number of employees who claim the benefit.

Groups Affected

• Bereaved Parents: Will gain a new statutory right to leave and pay following the death of a child, potentially providing crucial time for grieving and adjusting.
• Employers: Will be legally obligated to provide leave and pay to eligible employees, incurring additional costs and administrative burdens.
• Government: Will be responsible for funding the statutory bereavement pay, resulting in increased expenditure.

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