Employer Guides, Toolkits and Policies

Guides for employers:

This checklist is intended to help you review the policies, processes and supporting materials that you have put in place to support parents and carers in your workplace. It is not intended to be an exhaustive list of all the areas for consideration, but should provide a basic framework and starting point.

Many organisations have recognised the importance of ensuring that mothers, adoptive mothers and expectant mothers receive full support throughout their pregnancy, Maternity/Adoption leave (or Shared Parental leave) and after their return to work.

In recent years, ideas about the participation of fathers in family life have undergone profound change, and it has become increasingly untenable to assume that mothers will always act as the primary carer for young children and babies.

Eligibility and notice requirements for Statutory provisions for Ordinary and Additional Paternity Leave and Pay

This factsheet sets out the key points about Shared Parental leave, and is intended to work in conjunction with the Mothers and Fathers guides. It is not intended to cover every possibility, and you should refer to the Gov.uk guidance and ACAS guidance if you have other questions which are unanswered.

This guide is intended to give practical advice on some of the key issues and challenges of effectively implementing flexible working.

The model policy may be adapted for your own organisation. The policy incorporates the requirements of the legislation, but is also intended to go above this as a best practice approach, whilst remaining highly practical for any size of organisation.

Working from home can be an extremely effective way to carry out many different roles, but it is important to make sure that you carefully consider the impact and arrangements at the outset to avoid the possible pitfalls, and ensure that ongoing support is in place.

Factsheets for line managers:

As a line manager, you will have a critical role to play in ensuring that any members of your team are well supported and managed during pregnancy, maternity leave, adoption leave, shared parental leave, and following their return to work. This guide is intended to provide practical guidance to support you in this.

As a line manager, you will have a critical role to play in ensuring that any members of your team are well supported and managed during their partner’s pregnancy, through any paternity leave, adoption leave, shared parental leave that they take, and following their return to work. This guide is intended to provide practical guidance to support you in this.

As a line manager, you will have a critical role to play in ensuring that any members of your team are well supported and managed if they need to take time out in order to manage their caring responsibilities for an adult or a child with a disability. This guide is intended to provide practical guidance to support you in this.

Most employees have a ‘right to request’ flexible working, and in practice you may wish to extend this right to all your staff and to candidates for new roles, as it could be useful in helping you to attract new staff.

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