Parents who suffer the loss of a child will be entitled to at least two weeks' parental bereavement leave for the first time ever from next month.
Under the Parental Bereavement Pay and Leave Act, mums, dads and primary carers will be entitled to paid time off work following the death of a child.
This will be at least two weeks' leave which will apply to the loss of a young person under the age of 18 or a stillbirth after 24 weeks of pregnancy.
Employees with 26 weeks' continuous service will receive paid leave at the statutory rate and other staff will be entitled to unpaid leave.
Business minister Kelly Tolhurst, said: "Dealing with the loss of a child is an awful tragedy which we recognise people will deal with differently.
"It is important this new law is designed so that people are given the space and respect to grieve in their own way."
Leave can either be taken in one block or in two separate blocks of one week.
It can be taken within a 56 week window from the child’s death, to allow time for moments such as anniversaries. Notice requirements will also be flexible so leave can be taken without prior notice.
Parents will not need to provide the employer with a death certificate as evidence.
With April a few weeks away, here are five more employment laws that are coming into force.
1. Statement of main terms
The provision of of a 'statement of main terms' will become a day one right for employees and workers from 6 April 2020.
These contracts will, for the first time, need to contain entitlement to family-friendly leave, probationary periods and which specific days and times the individual will be required to work.
2. Extension of the holiday pay reference period
The holiday pay reference period, which is used to calculate the average pay of those who work irregular hours, will be extended from 12 to 52 weeks from 6 April 2020.
It will be necessary for employers to keep track of employees' working time throughout the year, including overtime, to ensure they are correctly remunerated while on annual leave.
3. End of Swedish derogation contracts
Organisations will no longer be able to make use of Swedish derogation contracts from 6 April 2020 as these contracts, which allow agencies to avoid providing agency workers with equal pay after 12 weeks' of an assignment, will become unlawful.
Furthermore, all workers currently engaged on this type of contract will need to be provided with a statement confirming this is no longer the case by 30 April 2020.
4. Agency Worker contracts
From 6 April 2020, agency workers will have a right to receive a key information document to help them make informed choices about the work they accept.
This document will clarify specific matters, including the type of contract the worker is employed under and their minimum rate of pay.
5. Increase to minimum wage
The National minimum wage (NMW) generally increases every April, and this year is no different.
From 1 April 2020, all rates are to go up, with staff aged 25 and over now entitled to £8.72 per hour.
Weeks' pay for family leave, such as maternity leave, is to increase to £151.20 per week from 5 April 2020.
Furthermore, awards for unfair dismissal are also to increase from 6 April 2020, with the compensatory award to be a maximum of £88,519, or 52 weeks of pay, whichever is lower.
See our guide on the new minimum wage rates, here.
