Parental Bereavement Leave will be enacted into law in April 2020, giving parents experiencing the horror of losing a child the right to leave from their employers.
What is Parental Bereavement Leave (PBL)?
The Parental Bereavement (Leave and Pay) Act was passed into law in September 2018 and is expected to come into force in April 2020. Also known as Jack’s Law, it’s for parents suffering the death of a child under the age of 18, and beyond 24 weeks of pregnancy.
Once the law comes into force, employees can request two weeks of Parental Bereavement Leave (PBL) from their employers. It’s what is known as a day-one right, which means employees can request PBL regardless of how long they’ve worked for their employer. It starts from day one of the job.
Parental Bereavement Leave (PBL) versus Statutory Parental Bereavement Pay
The jargon of statutory leave and pay allowances can get confusing. Parental Bereavement Leave (PBL) only deals with the time off which parents are entitled to take. Whether or not they get paid anything during that two week period ‘depends’.
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Statutory Parental Bereavement Pay, or SPBP, is only paid to staff with a minimum 26 weeks of continuous service with their employer. They also have to be earning more than the lower earning limit.
Employees who don’t have at least 26 consecutive weeks of service aren’t entitled to SPBP, but they are still allowed to take the two weeks of leave under PBL.
Employers might still pay staff who are off, but this is at their own discretion or company policy, rather than because of statutory rules.
How does Statutory Parental Bereavement Pay work?
Just like other types of family-related statutory payments (such as Statutory Paternity Pay), SPBP is administered by the employer.
Though it’s something that no employer ever want to have to request, employees will be required to provide proof in order to claim for it.