Parental Bereavement Leave 2022

 

On the 6th of April 2022, the Northern Ireland Assembly introduced legislation that will now provide parents with two weeks’ Parental Bereavement Leave entitlement if they lose a child under 18 or suffer a stillbirth after 24 weeks. 

This is a significant and positive development for employees within Northern Ireland, as our legislation is now aligned with the same entitlements to leave and pay as the rest of Great Britain. 

The death of a child can have a devastating impact on any parent. It can feel isolating, confusing, and at times unbearable. Therefore, this newly introduced legislation is highly welcomed and will provide enhanced protection to working parents who suffer from such a profound loss.

ENTITLEMENT  

Eligible employees will now be entitled to:

• Two weeks’ parental bereavement leave as a Day One entitlement.
• Employees will receive payment during their two week leave at the minimum statutory rate. Earnings above the Lower Earnings Limit, paid at the statutory flat weekly rate of £156.66 or 90% of average earnings where this is lower (this rate is reflective as of 2022/23 and is subject to annual review).
• Protection from dismissal. 

Parental Bereavement Leave will be a day one employment right for eligible parents on the loss of a child under 18 or those who suffer a stillbirth after 24 weeks. Under the equivalent regulations in Northern Ireland, a bereaved parent is considered as:

• The child’s legal parents. 
• Individuals with a court order giving them day-to-day responsibility for the child.
• Primary carers without legal status (kindship carers).

Leave and Notice Period

• The two week leave entitlement can be taken either as one block of two weeks or as two separate blocks of one week each. 
• Leave must be taken within 56 weeks of the child’s death. 
• Due to the sensitive nature of the leave, there will be no set notice period taken after the death. Informal notification, such as a text or phone call will be acceptable for short periods of leave. 
• If the leave is to be taken at a later date, then this will be subject to a notice period agreed upon by the employee and their employer. 

How To Support Impacted Employees

1. Update your Policies

Although your Organisation may already have Bereavement and Compassionate Leave policies in place, Parental Bereavement Leave will need to be incorporated into your Employee Handbook as it is now a statutory requirement for Employers within Northern Ireland. As this is a newly introduced policy, management is encouraged to communicate with employees and colleagues to help raise awareness of the policy and ensure they fully understand their entitlements to leave and pay. Think People can support and assist with this.

2. Train your managers 

A 2018 survey by Sands, consulted 2,500 bereaved parents and found that “Only 1 in 5 parents had been offered or given any support by their employer on their return to work”. Therefore, the role of the Organisation in the grief process cannot be understated. Managers should be mindful to create an environment that is both supportive and understanding towards colleagues who have suffered from the recent loss of their child. It is important to acknowledge that everyone will deal with grief differently and this should be considered as a process that moves in stages rather than one single event that can be overcome in a matter of days or weeks. 

Therefore, managers should recognise the need to carefully listen and approach each employee’s needs individually and appropriately. Employees will respond more effectively to managers who adopt a proactive approach that encourages more open and honest discussions about their loss and how the Organisation can support them during this difficult time. 

3. Supporting an Employee’s Return

Returning to work after the death of a child can be an extremely daunting and overwhelming experience for employees. Bereaved employees may experience a sense of anxiousness and uncertainty as their “normal” working life has become significantly impacted by their loss. Managers are encouraged to organise a return-to-work meeting at an appropriate time for the employee. This provides an opportunity for managers to check in on the employee, allowing any necessary adjustments to be outlined and recommended before the employee returns to the workplace. 

How Can Think People Help?

Think People can support and assist with implementing this new guideline within your existing policies and Employee Handbook. If you would like more information, contact us at enquiries@thinkpeople.co.uk or by calling 02890 310450 (ROI – 00353 1969 7865).