The Nannyplus Blog

Genuine warning from FSB

December 5th, 2012

The Association of Nanny Agencies (ANA) have had notification from the FSB that there is a business directory scam going on at present, targeting small businesses through “sales” of advertising.

I thought I would forward it on to you – if you in turn know other small business owners, please do pass this warning on.

The pitch you could receive is in paper form via the post, email or fax, offering a Free listing, or asking if you wish to continue being included in a hard copy of an online business directory. You may be asked to check the details about your business, or be informed that an employee of yours has requested the form, and you will be asked to return the form even if you don’t want to place an order.

The con: the small print will state that by signing the form you are committing to an order. If you sign and return the form, you are agreeing to pay for ongoing entries in the directory, costing hundreds of pounds per year. The publisher may try to enforce this debt by sending threatening debt collection letters.

2nd scam that some companies are trying at present – they ‘claim ‘ to have sent an email that says if you do not reply within 7 days you do want to go ahead with the order, and therefore you will be sent a bill. DON’T be fooled, as this is not legal. ANA has checked with its legal team.

Please be careful…

Flexible parental leave update

December 4th, 2012

Flexible parental leave and flexible working

The government has announced that it will go ahead with plans to reform the current system of maternity and paternity leave and pay and will introduce a new system of flexible parental leave in 2015.

It will also extend the right to request flexible working to all employees from 2014.

The key proposals are:  Flexible parental leave

  •  All employed women will continue to be entitled to 52 weeks of maternity leave (as is currently the case) but eligible parents may choose to end the leave early and share the balance of the untaken maternity leave and pay as flexible parental leave (as described below).
  • Employed fathers will continue to be entitled to two weeks’ paid paternity leave (as is currently the case).
  • The proposed new system of flexible parental leave referred to above will consist of 50 weeks of flexible parental leave (37 weeks paid at the rate of statutory maternity pay) which can be shared between the woman and her partner.
  • Flexible parental leave will be able to be taken by the biological father or the mother’s partner (husband, civil partner or partner, including the same sex) concurrently with the mother on maternity leave, so long as the total amount of leave does not exceed what is jointly available to the couple.  They can take it in turns or take the time off together.  This means that the woman will not need to return to work before her partner will be able to start flexible parental leave.
  • Arrangements for adopters will be more closely aligned to those of birth parents and similar rights will be introduced for intended parents in surrogacy cases.
  • A new right will be created which allows fathers to take unpaid leave to attend two antenatal appointments with their pregnant partner.

Unpaid parental leave

  • Unpaid parental leave will increase in March 2013 from 13 to 18 weeks per child in order to comply with the EU

Parental Leave Directive

  • The age limit on parental leave will be increased from 5 years to 18 years in 2015 when the new system of flexible parental leave is introduced.

Flexible working

  • The government intends to extend the right to request flexible working to all employees in 2014.
  • The current statutory procedure under which employers consider flexible working requests will be replaced with a duty to deal with requests in a reasonable manner and within a reasonable period of time.
  • Acas will produce a statutory code of practice on the meaning of reasonable and will produce guidance on how to prioritise conflicting requests.
  • The existing 26 week qualifying period of continuous employment will be retained.
  • The restriction on one request in any 12 month period will be retained, but employers will be supported with best practice guidance on how to handle temporary changes to working patterns.

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