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Individual / Employment
There are a vast number of legal rights for families which protect you from dismissal, discrimination, allow you to take time off to care for your children and dependants and allow you to work flexibly. Sometimes your employer may not allow you the time off work or refuses a request to work flexible. You may be discriminated against for taking emergency leave to look after your children or you may miss out on promotion or be made redundant while on maternity leave. You may not be aware of all the benefits and protection you are entitled to.
Each employee’s situation is different. The Equality Act 2010 and associated Regulations can be complex and without the necessary legal advice, you may not be aware of all your rights.
There are rights and protections embedded in the law to ensure that you are safeguarded. These include:
We can advise you in relation to:
With extensive experience in advising on all family friendly rights and related discrimination matters, you can trust that you are in the best hands for achieving the desired outcome. Once we have all the relevant information from you, we can assess the best way forward for you and advise on how to best protect yourself.
To discuss your family friendly rights and related discrimination matter or to find out more information about how we can help, please contact our employment team today on 0161 930 5151 or send us an e-mail to employmentteam@gorvins.com.
Alternatively, you can contact us using our online form.
Yes, but it is very difficult for them to do so legally. You cannot be selected for redundancy because you are on leave. Furthermore, you must be offered any suitable alternative vacancy before any other employee. If your employer fails to do this, your dismissal could be automatically unfair.
While there isn’t a specific “Breastfeeding Act,” failing to provide a private, hygienic space for a mother to express milk can constitute sex discrimination. We often help returning mothers draft formal requests for these facilities to ensure a dignified return to the office.
This is for unforeseen emergencies (e.g., your child’s school closes or a relative falls ill). You have a legal right to take a “reasonable” amount of unpaid time off to deal with the immediate crisis. If your employer disciplines you for taking this leave, you may have a claim for detriment.
This is a classic example of pregnancy discrimination. If you are overlooked for a role or “sidelined” after announcing your pregnancy, the burden is on the employer to prove it wasn’t related to your condition. We can help you raise a grievance while you are still in post to “reset” the situation.
No. Pregnant employees have a statutory right to paid time off for antenatal care. This includes medical appointments and, in some cases, relaxation or parenting classes if recommended by a doctor. Partners also have a right to unpaid time off to attend up to two appointments.
SPL allows parents to share up to 50 weeks of leave and 37 weeks of pay. It is notoriously complex to calculate and notify. We can help you “mix and match” your leave blocks to ensure you maximise your time at home while staying within the strict notice periods required by law.
