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Supporting employees through adoption and IVF

 

Any employee who is undergoing IVF treatment should be treated exactly the same as other pregnant employees. They will be entitled to paid time off for antenatal care only once fertilised embryo has been implanted.

As an employer you should recognise and support individuals who find themselves in need of medical interventions to have children. Appointments should be managed consistently with your company’s approach to medical appointments and there should be an understanding that short term accommodation of requests for time off may be necessary.

Also, employees who are adopting a child have the same rights as any other pregnant employee if they meet all the criteria. The legal obligations are very similar to those for any other employee intending to apply for statutory maternity leave or pay.

Please note that there are exceptions including private adoption, surrogacy and others.

All the information you require is provided in our Simple HR handbook, we have a section dedicated to statutory leave and pay.

We can take you through the process and ensure that you remain compliant whilst making sure you give continued support to your employee. Other useful details are available on the Government Website.

This can be an extremely difficult and sensitive time for your employee so it is important stay in communication and arrange regular meetings so you both understand what is expected. This will not only ensure the minimum impact to your business but also retain the good relationship with your employee.

If you have any questions or concerns about any of the topics we have covered, please give us a call. A member of our team will be happy to talk you through all the legal requirements and what you can do to minimise impact on your business and stress on your employees.

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