Overview

This bill strengthens employment rights for pregnant people and those on maternity, adoption, or shared parental leave in the UK by extending protection from redundancy to cover periods both during and after these leaves.

Description

The Protection from Redundancy (Pregnancy and Family Leave) Bill amends the Employment Rights Act 1996. Key changes include:

• Redundancy during pregnancy: New regulations will allow the Secretary of State to define a "protected period of pregnancy" and introduce measures to protect employees from redundancy during or after this period. This may include requiring employers to offer alternative employment and defining consequences for non-compliance (potentially treating dismissal as unfair).
• Redundancy after maternity, adoption, and shared parental leave: The bill extends current protection against redundancy to cover periods *after* maternity, adoption, and shared parental leave, not just during them. It clarifies that dismissal during these leave periods is unlawful unless due to redundancy.

The bill applies to England, Wales, and Scotland and will come into force two months after it becomes law.

Government Spending

The bill doesn't directly specify government spending. The potential costs will be related to the enforcement of the new regulations and any legal challenges.

Groups Affected

• Pregnant employees: Gain enhanced protection from redundancy during and after pregnancy.
• Employees on maternity leave: Gain enhanced protection from redundancy extending beyond the leave period itself.
• Employees on adoption leave: Gain enhanced protection from redundancy extending beyond the leave period itself.
• Employees on shared parental leave: Gain enhanced protection from redundancy extending beyond the leave period itself.
• Employers: Will face increased obligations to avoid redundancies affecting these groups.

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