Maternity, paternity, and family-friendly employment rights are stated in several pieces of legislation. One of them is the Maternity and Parental Leave etc. Regulations 1999. The objective of this legislation is to present the rights employees of the United Kingdom have from the perspectives of maternity and parental leave. One of the aspects it covers is that a worker is entitled to maternity leave if she notifies the organization about the expected birth 3,5 months before. The Social Security Contributions and Benefits Act of 1992 adds that the maximum maternity leave period can be set at 52 weeks.
It is vital to mention that fathers, adoptive parents, and civil partners have a right to paid paternity leave under The Paternity, Adoption and Shared Parental Leave (Parental Order Cases) Regulations 2014. They can take one or two weeks off within 56 days of the child’s birth, placement, or parental order. The purpose of these regulations is to ensure that there is no discrimination associated with childcare. This legislation covers leave regulations, curtailment regulations, and the issues related to shared parental leave.
The Children and Families Act of 2014 designates family-friendly rights, including the one for shared parental leave. Its objectives are to allow both parents to take care of their child or children and reduce the gender bias associated with caring for a child. Moreover, the act is designed to help working fathers engage in childcare and take an active role in it. The Children and Families Act of 2014 also covers individuals’ rights related to adoption, family justice, children having special educational needs, the welfare of children, and time off work. Moreover, it protects employees from possible challenges associated with working during pregnancy, as well as issues associated with paid leaves. For instance, according to the act, an individual having relationships with a pregnant employee should be permitted to take time off during working hours to assist them in antenatal care appointments.