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Family Friendly Policies

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Family Friendly Policies

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What are Family Friendly Policies?

Family friendly policies are workplace rights, practices, and benefits that help employees manage the balance between work and family responsibilities.

They cover a wide range of statutory entitlements such as maternity leave, paternity leave, shared parental leave, adoption leave, and time off for dependants. They also extend into non-statutory initiatives like enhanced pay, childcare vouchers, and flexible working.

For UK employers, having strong family friendly policies is both a legal requirement and a strategic advantage in attracting and retaining top talent.

What do Family Friendly policies mean in HR?

From an HR perspective, family friendly means having the right mix of compliance, culture, and support.

Key areas include:

  • Maternity Leave and Pay – Up to 52 weeks’ leave, with 39 weeks’ statutory maternity pay (SMP) for eligible employees.
  • Paternity Leave and Pay – Up to 2 weeks’ leave with statutory paternity pay. Employees can split leave into two blocks of one week (from April 2024).
  • Adoption Leave and Pay – Same entitlements as maternity leave for one adoptive parent.
  • Shared Parental Leave (SPL) – Parents can share up to 50 weeks’ leave and 37 weeks’ pay.
  • Parental Leave – Up to 18 weeks’ unpaid leave per child, usable until the child turns 18.
  • Time Off for Dependants – Reasonable unpaid leave to deal with family emergencies.
  • Neonatal Care Leave (coming soon) – Under the Employment Rights Bill, parents will gain the right to up to 12 weeks’ additional paid leave if their baby requires neonatal care.
  • Flexible Working – All employees can request from day one of employment (since April 2024).

  • Why do Family Friendly Policies matter for your business?

    Legal Protection

    • Family friendly policies are statutory requirements. Failure to comply risks tribunal claims, fines, and reputational harm.

    Recruitment and Retention

    • Modern candidates increasingly prioritise family support over salary alone. SMEs that promote flexible and supportive policies are better placed to compete with larger employers.

    Employee Engagement

    • When staff feel supported in their personal lives, they are more engaged, productive, and loyal.

    Diversity and Inclusion

    • Family friendly policies particularly benefit women, carers, and older workers, helping businesses achieve greater gender equality and workforce diversity.

     

  • Family Friendly – best practices for employers

    Go Beyond the Statutory Minimum

    • Consider enhanced maternity/paternity pay.
    • Offer phased returns, childcare vouchers, or emergency childcare support.

    Communicate Clearly

    • Publish policies in employee handbooks.
    • Ensure staff understand their rights, entitlements, and how to apply.

    Train Managers

    • Equip managers to handle sensitive discussions (e.g., pregnancy announcements, caring responsibilities).
    • Ensure consistency in decision-making to avoid discrimination.

    Embrace Flexibility

    • Consider part-time, hybrid, or compressed hours to help balance responsibilities.
    • Use trial periods to ensure arrangements work for both sides.

    Foster an Inclusive Culture

    • Normalise family friendly policies for all genders.
    • Avoid career penalties for those who take leave or request adjustments.

    Plan Ahead for Absence

    • Use succession planning and temporary cover strategies.
    • Maintain open communication with employees on extended leave.

    impact HR works with SMEs to design compliant family friendly policies, provide template documents, and deliver training to line managers.

Your Questions Answered

FAQs on Family Friendly Policies

  • Is parental leave different from paternity leave?Reveal

    Yes – paternity leave is a separate entitlement, usually taken immediately after birth or adoption. Parental leave can be used anytime up to the child’s 18th birthday.

  • Who is eligible for parental leave in the UK?Reveal

    Employees with at least 1 year’s continuous service, who have legal parental responsibility for a child.

  • How can SMEs stand out as family friendly employers?Reveal

    By offering enhanced pay, flexible return-to-work schemes, and a culture that supports both parents and carers.

  • What if multiple employees request family friendly leave at the same time?Reveal

    Employers should plan cover fairly and avoid discrimination in decision-making.

  • Do employers have to pay enhanced benefits?Reveal

    No, but many do to remain competitive and retain staff.

  • Can an employee be dismissed for taking family friendly leave?Reveal

    No. Dismissal or detriment linked to family friendly leave is unlawful discrimination.

  • What is neonatal leave?Reveal

    A new right (expected under the Employment Rights Bill) to up to 12 weeks’ additional leave for parents with babies in neonatal care.

  • Do family friendly policies only apply to parents?Reveal

    No. Time off for dependants applies to caring for spouses, civil partners, parents, and others who rely on the employee.

Where to find out more A collection of hand-picked useful resources in relation to Family Friendly Policies from impact HR and beyond

Need support with managing or implementing Family Friendly Policies?

Whether you’re updating HR policies, training managers, or handling complex employee issues, impact HR can help you stay compliant, confident, and in control. Request a callback to see how we can support your business.

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