Live Nation Entertainment’s Post

I'm BEYOND excited to read that, from 1 January 2025, Deloitte UK will offer 26 weeks' full pay during family leave to ALL parents. This includes maternity, paternity, adoption, surrogacy, and shared parental leave.  Supporting every definition of family, they'll also offer paid leave for parents to attend, or accompany their partner to, antenatal, fertility, adoption, and surrogacy appointments. Additional paid leave will also be offered to parents whose child requires neonatal care. I can only begin to imagine how a policy like this could positively impact - Mothers' mental health, including a reduced risk of loneliness, anxiety, and postpartum depression; - Fathers' mental health, also including a reduced risk of loneliness, anxiety, and postpartum depression; - Couple relationships, which can all-too-often become strained with the arrival of a new child; - Mother-child and father-child attachment, crucial to the healthy socio-emotional development of a child; - Enhanced employee productivity, performance, loyalty, and commitment. This news comes at a time when I'm becoming increasingly fed up by the whole "recent surveys reveal x number of y are struggling with poor mental health; policy makers are being 'urged to take action'." For crying out loud, how much more urging is required??? Don't just talk, #DoItLikeDeloitte. https://lnkd.in/gBPHMvq9 #ParentingLeave #MaternalMentalHealth #PaternalMentalHealth #EmployeeWellbeing #GenderEquality #DiverseFamilies

There should not be any controversy about this new #California law, but given the roiled waters of the #reproductiverights debate, I expect there will be. Effective January 1, 2024, California employers of 5 or more will be required to offer unpaid #reproductiveloss leave to those who experience a failed adoption, surrogacy, or an unsuccessful assisted reproduction. Perhaps less likely to generate negative comment: Persons experiencing stillbirth or miscarriage are also be eligible for reproductive loss leave. This new leave is separate and distinct from #pregnancydisability leave, #bereavement leave, and #familymedicalleave. It is available to both prospective parents so long as they have been working for their employer of record for 30 days. While the total amount of reproductive loss leave is limited to 20 days in a year, it does cover multiple events. Accrued #vacation may be applied to offset the unpaid nature of this leave. The humanity and compassion of this offering should be indisputable. One can only hope it will not become the latest punching bag in the culture wars. We should be able to support those who want to parent but are unable to form a family as successfully as we punish those who are unwilling or unable to parent and those who struggle to provide for their children. #humanresources #benefits

If you’re pregnant or just had a baby, you now have extra protections from redundancy. The new regulations build on existing protections and mean you will be prioritised for alternative suitable employment for 6 months after you return from leave. See our website for more info - https://loom.ly/uokPO0M #redundancy #maternity #maternityleave #pregnancy

BIG WIN INCOMING: the Flexible Working Bill and Protection from Redundancy (Pregnancy and Family Leave) Act has become law 🙌 This is a huge win for people with disabilities, caring responsibilities, and pregnant employees! And of course, people who menstruate… Wanna know what this means in practice? We got you 👇 🔴 You can now ask for flexible working from the beginning of your employment, and request this twice a year. 🔴 Before, employers could deny a request for flexible working without explanation. Now, they have to consult with the employee before rejecting the request, explaining why it’s not possible. 🔴 Under the new legislation pregnant employees, and those who have recently returned from maternity, adoption leave, and shared parental leave - now have priority in a redundancy situation, and for up to 18 months after their child's birth. Here at BGP we champion flexible working. Flexible working is beneficial for *everyone* in the workplace. Providing your employees with greater flexibility allows them to better support their health, family and self in a way that suits them. In our menstrual utopia, we believe the option to work from home and flexible working hours should be given to all, where possible. We hope these changes in the law will go some way towards bringing this menstrual utopia just a littttle bit closer 🥰❤️ Congrats to all those who campaigned to make this a reality! Read the full article here: https://lnkd.in/ewiNezhu Screenshots taken from Women’s Health #FlexibleWorking #FlexAppeal #Workplace #HumanResources #BGP #BGE

New rights supporting working families coming into place next month.  Sharing this short article from our Employment department which outlines the new changes coming into effect from 6 April 2024.  #STS #employment #paternityleave #carers #redundancy #pregnancy #flexibleworkingregulations

New rights aimed at helping working families will apply from 6 April 2024. These include new rights for carers; improved paternity leave; changes to flexible working regulations; and extension of redundancy during pregnancy and return from maternity leave. Details are set out in the attached article. https://lnkd.in/e9g5yMSS

I absolutely and fully trust Ryan! He's prudent, he's kind, and he guides organizations through employee benefit planning extremely well. See some of his takeaways from the SHRM executive summary below.

With effect from the 6th April 2024 there will be a number of changes to the legislation which you may be aware of. #carersleave #paternityleave #pregnancyleave #flexibleworking

NOW PREGNANCY LEAVE HAS TO BE REQUESTED🍼 🐣 Keep in mind that you can’t force a pregnant crew member to take leave as a reasonable accommodation – the female staffer has to specifically ask for the leave. That’s your takeaway from a recently released Equal Employment Opportunity Commission (EEOC) final rule and interpretive guidance on the Pregnant Workers Fairness Act. According to the guidance, an employer can only mandate unpaid leave time as a reasonable accommodation when the woman requests the time off or when any other potential accommodation would create a so-called undue hardship. The guidance also states that employers can’t require documentation to prove the need for a pregnancy accommodation when the request could be predicted, for example: • allowing the pregnant woman to carry and drink water all day • letting her take additional restroom breaks • permitting an employee who usually has to stand to sit or who usually has to sit to stand • allowing the woman to take breaks, as needed, to eat and drink These four predictable assessments are presumed to not create an undue hardship for the employer, according to the guidance.  🤰 🚼 ^ From the upcoming May 10th issue of HR Manager's Legal Alert for Supervisors. 💰 💲 If you want to keep costs down, spread education, news, knowledge, and information to your frontline supervisors via our bi-weekly newsletters, give us a shot. Keep in mind that you don't have to make an HR budget decision just yet either! Via https://lnkd.in/e_7AKbgE, you can sample the next four copies of our newsletter over the course of two months for free. If you still find it isn't a valuable resource, you don't have to pay any money or cancel, your issues will just stop coming after the two month period is over. If you do decide to continue with us, we only cost $265 per YEAR. So let's continue to fuel the HR-related needs of our employees, & let's do so at a jaw-droppingly low price 😊. #prenancy #leave #pregnancydiscrimination #water #documentation #hr #budget #decision #sample #pdf #free #copies #newsletter #money #litigation #prevention #support #valuable #resource #news #education #knowledge #low #price #employees #employers #restroom #breaks #eat #drink #accommodation #guidance #eeoc #pregnant #workers #fairness #act #female #staffer #assessments #unduehardship #supervisors #legal #workplacediscrimination #bias #agediscrimination #genderdiscrimination #userra #sexualharassment #equalpay #hrusa #hr_us #humanresourcedirectors #humanresourcesprofessional #humanresourcesdevelopment #nationaloriginbias #religious #discriminations #discriminationlaw #litigationlaw #hr #employers #preventive #measures #stop #workplace #lawsuits #humanresourcesspecialist, #humanresourcesmanager #humanresourcesrirector

It’s this simple - if you don’t support your working parents, you’ll lose some of your best talent to companies that will.