Government Launches Review of Parental Leave System Creating a Fairer and Simpler Future for Working Families

The UK government has announced a landmark review of the country’s parental leave system, aiming to simplify and modernise the framework for working parents. Over the next 18 months, the review will examine maternity, paternity, and shared parental leave provisions, with input from parents, employers and industry experts to shape potential reforms.

Why This Matters 

Many have voiced concerns that the current system does not reflect the realities of modern families or support equitable parenting roles. Statutory paternity leave, in particular, has come under scrutiny for being one of the least generous in the developed world. This review represents an important step toward better aligning leave rights with the practical needs of parents and businesses alike.

Potential Improvements 

Key proposals under consideration include:

• Increasing statutory paternity leave from two to six weeks
• Introducing a “day one” right to paternity leave
• Improving uptake of shared parental leave
• Strengthening dismissal protections for pregnant employees and returning mothers
• Adjusting maternity pay to align with the national living wage

Such changes could not only reduce gender pay gaps and financial stress for new families but also encourage more equitable sharing of childcare responsibilities and foster supportive workplace cultures.

What This Means for Employers 

Employers may be impacted by changes to entitlements and responsibilities around parental leave, pay structures, and workplace policies. As these reforms evolve, businesses should prepare for potential shifts in compliance obligations and employee expectations.

Stay Informed 

We will continue to monitor the progress of the review and its intersection with the Employment Rights Bill currently passing through Parliament. As always, we’ll keep you updated on any resulting changes in employment law, and offer clear guidance to help you remain compliant and supportive of your workforce.

If you have questions or would like to discuss how these changes might affect your policies, please don’t hesitate to reach out to The HR Team.

Whistleblowing: Empowering Line Managers to Respond Effectively

Are Line Managers Ready to Handle Whistleblowing Reports? 

Recent findings show that 77% of employees turn to line managers when raising concerns about workplace misconduct. This reflects strong relationships and accessibility but also highlights a pressing issue: many managers may lack the training and confidence needed to handle protected disclosures appropriately.

What the Research Reveals 

Safecall’s latest study, conducted in partnership with People Management, paints a striking picture:

• 69% of line managers encounter whistleblowing reports at least once a year
• 39% handle multiple reports annually
• 17% face whistleblowing concerns weekly Yet, just 28% of HR professionals believe managers are adequately trained to deal with these disclosures.

What’s the Risk? 

Without targeted support, managers may unknowingly mishandle disclosures, leaving whistleblowers vulnerable and exposing the organisation to reputational and legal risks. Organisations that underestimate this frontline role risk undermining the very systems designed to uphold ethical standards.

Strengthening Your Whistleblowing Framework 

Rather than viewing the lack of training as a weakness, employers can use this as a moment for growth:

• Refresh knowledge: Ensure managers are familiar with whistleblowing legislation and internal policies.
• Clarify reporting channels: Line managers must know when and how to escalate concerns and where to seek support.
• Invest in training: Equip managers with the practical and legal know-how to navigate complex disclosures confidently.

Moving Forward Together 

It is not a failure of line managers, it’s a call for better resourcing, clearer communication, and structured training. Organisations that take proactive steps to empower managers will foster stronger cultures of transparency and integrity.

Stay Informed

We will continue to inform you on developments in whistleblowing legislation and are always on hand to offer practical support to strengthen your internal processes. For tailored advice on manager training or whistleblowing policy development, feel free to get in touch with The HR Team. 

Time to Rethink Traditional Learning & Development

Many organisations still rely heavily on spreadsheets and static training templates to manage learning and development activities. While useful for tracking metrics, such tools rarely inspire or energise employees. Today’s workforce craves more than compliance-driven learning. They want meaningful growth experiences.

Diversifying the Learning Landscape According to learning strategist Gaelle Devins, Founder of Flow Fusion, L&D professionals must blend online, offline and experiential methods to break through the monotony of conventional training programmes. A more holistic approach not only boosts engagement but also leads to better retention and real-world application.

What This Can Look Like in Practice Forward-thinking organisations are already embracing:

• Immersive experiences: Roleplays, simulations and shadowing opportunities to build confidence and contextual understanding.
• Microlearning formats: On-demand content that fits within the flow of work.
• Peer-driven knowledge sharing: Creating space for informal mentoring and cross-functional collaboration.
• Hybrid workshops: Merging digital platforms with in-person sessions to foster discussion and team rapport.

Why It Matters Learning shouldn’t be a tick-box exercise. When employees feel genuinely supported and stimulated by the process, they’re more likely to apply new skills, innovate, and stay committed to the organisation.

A Call to L&D Teams Reimagining training strategies doesn’t mean abandoning structure – it means enhancing it. Think creatively about how employees interact with learning content and make sure the journey feels relevant, empowering and human.

Need Support? We’re here to help if you’d like to audit your current L&D approach or design training pathways that truly reflect your business culture and goals. Get in touch with The HR Team for tailored advice or to explore interactive formats that can reshape your teams’ learning journeys.