Source · Select Committees · Petitions Committee
Recommendation 5
5
Accepted
Paragraph: 27
For those new parents on maternity leave for whom furlough was already possible, the Government...
Recommendation
For those new parents on maternity leave for whom furlough was already possible, the Government failed to make it clear either to them or their employers that it was an option. The Government should publish clear new guidance for employees 58 The impact of Covid-19 on maternity and parental leave and employers, including dedicated pages on GOV.UK, on supporting employees returning from parental leave that explains clearly their options and responsibilities.
Government Response Summary
The government agrees with the need for clear information, but states that GOV.UK already contains a wealth of rigorously user-tested guidance, including specific pages on maternity leave and the CJRS, and ruled out a single 'one-stop shop'.
Paragraph Reference:
27
Government Response
Accepted
HM Government
Accepted
The Coronavirus Job Retention Scheme (CJRS) is a temporary scheme which will close at the end of October and was implemented to prevent individuals losing their jobs during the Covid-19 pandemic. The health and safety considerations that have always applied to pregnant women will continue to apply. Employers will continue to be required to carry out workplace risk assessments and suspend pregnant employees on full pay where that assessment identifies a health and safety risk and appropriate control measures cannot be put in place. While CJRS should not be used as an alternative to these health and safety requirements, employers can already use the scheme to claim grants for enhanced/occupational maternity pay. They can also make new claims for any employee returning to work after a period of statutory parental leave if the employed parent started their leave prior to 10 June 2020; was on the employer’s payroll on or before 19 March 2020; and if they have previously claimed for another employee. Employers are not obliged to use the CJRS and they will need to consider the needs of their business and their staff when making decisions on who to furlough. Employers must also make sure that any agreements with employees about who to furlough are consistent with employment, equality, and discrimination laws.