Employment Law Focus

Liz: Hello, and welcome to Employment Law Focus, the podcast that keeps you informed on key developments in employment law. I’m Liz Cotton, an employment Partner, at TLT.



Grace: And I’m Grace Maddison, a Senior Associate at TLT.



Liz: Thanks so much for joining us for what is a bonus edition Employment Law Focus. Today, we will be looking at the hotly anticipated neonatal care leave and pay laws which came into force last week on Saturday the 6th of April.



Under the new laws, from the 6th of April both parents with a baby born, needing neonatal care in the first 28 days of life, may be eligible for up to 12 weeks paid leave to spend with their baby.



The length of leave entitled to will depend on how long the baby is actually in hospital receiving neonatal care. And this came into force under the Neonatal Care Leave and Pay Act 2023 which received Royal Ascent in May 2023.



In addition to the Act, we've got two pieces of associated secondary legislation which sets out the meat on the bones, the detail of how the law works. So, that's comprising in the Neonatal Care Leave and miscellaneous Amendment Regs 2025 and the Statutory Neonatal Care Pay General Regulations 2025.



Now, there's lots of detail in both of those Regulations, far more than we've got time to go through for the purposes of today's podcast, but Grace and I sat down in advance of this podcast today to pick out the key bits that employers are going to need to know in order to get to grip with the new laws.



01:45 - So, we’ll cover things like eligibility requirements for taking neonatal care leave and pay, rights during, and on return, from taking the leave, the right to pay, and then just some general insights on what we think will be helpful to employers on elements of it based on our own experience and also what we know about other clients, what they're doing in relation to this area.



Just by way of a bit of background to this, we all probably know someone or know

of somebody whose baby, for whatever reasons, had to have a period of neonatal care after they've been born. Now that's for a myriad of reasons, potentially the baby was premature or it was born with a low birth weight or the delivery was difficult.



But, in the past, before this neonatal care leave and pay came in, what would often happen is the partner of the birth mother would take a period of paternity leave immediately on the baby being born, but that would soon be exhausted, and they'd be in the difficult position and dilemma of having to then take other kinds of family leave like sick leave, compassionate leave, unpaid leave, dependency leave, because they had exhausted their paternity leave and they then needed to return to work.



02:59 So, there was a campaign by a very eminent charity called Bliss, back in 2019, and they had some really interesting statistics that came out of that, 36% of partners had to take sick pay and 11% had to leave their jobs, and it really was a dilemma faced by parents in a very difficult position to have to take paternity leave whilst in the hospital so they then didn’t have any left when the baby was finally discharged from hospital.



So, as background the previous Conservative Government back in 2020 did confirm that it would bring forward legislation to create entitlements to leave and pay for parents of babies, so it was very much on the agenda when Labour came in, and they followed through with that, the Labour Government, and with effect from the 6th of April, it will apply to babies born after that date, in Great Britain only. So, England, Scotland, and Wales. There’s not currently any provision in Northern Ireland as no secondary legislations have been introduced there yet. And just to make the point that it’s in addition to other family related leave so, maternity, paternity, and the like. So, I’ll hand over now to Grace who is going to cover off what neonatal care is for the purposes of the legislation.



04:17 Grace – So, I thought it would be good initially to cover what the definition of neonatal care is. So, the most common setting and the one everyone would probably presume, is that it would be in a hospital, but just to be clear, that will also include any institution for receiving and treating ill people, or any maternity home and includes clinics and outpatient departments. One that people aren’t probably aware of is that it also includes any other care received in another place where the child was inpatient in hospital and the care was received following that; the care is under the direction of a consultant, and the care includes on-going monitoring by, and visits to the child from, healthcare professionals arranged by the hospital where the child was an inpatient. So, just to give a bit of an example, this could include a baby being monitored in neonatal care, in the hospital unit, for, as an example, 5 days, they’re then sent home but for a period they have regular calls or updates with a consultant, and regular appointments for the baby to be checked for say 3 days, that would satisfy the eligibility requirements.



Liz: Yeah, and Grace and I, we were talking weren’t we before this podcast about how it’s quite interesting, the broad definition of what amounts to neonatal care, because you would think that is just care received in hospital, but in fact there’s a whole host of additional treatments that the baby might have following leaving the hospital, which will bring it within the ambit of neonatal care. And I believe that the reason and the rationale behind that was to aim to capture the various ways that babies can receive care and to avoid a postcode lottery. For example, if in one region care might be given in the hospital, where as in another, it may be given at home, with the baby potentially being sent home on oxygen.



Grace: It was also interesting, wasn’t it, Liz, because we were looking at some statistics before we did this podcast. So, the government has estimated that sixty thousand parents will be eligible for the leave and that it will affect ninety thousand babies in neonatal care, so we thought that was quite interesting, didn’t we? And it kind of gives us an idea of the scope that this legislation is going to cover, and the positive impact on parents.



06:22 Liz: That’s right. So, it’s really more common than perhaps one would think and really important for employers to get to grips with it and see how they're going to adopt it in their own policies within their own workplaces.



-Pause-



06:44 Grace: So just moving on slightly, we were just going to cover some of the further eligibility requirements I suppose for neonatal care leave, so there’s no qualifying period for neonatal care leave. So, that essentially means that it’s a day one right. Although, there is a minimum service requirement for neonatal care leave pay, which we’ll address in a little bit more detail later on.



It’s also only applicable to employees, so that means it carves out workers, and self-employed individuals, and the individuals must also be taking the leave for the purpose of caring for the child, which you think would be fairly obvious, at the date of the birth be the child’s parent, intended parent, or the partner of the child’s mother, or be the child adopter, or prospective adopter, or partner of the same, and that also includes where the child is adopted from overseas. In addition to that, you must also have or expect to have responsibility for the upbringing of the child. So, I suppose the purpose of them clarifying that is to make sure that there isn’t a situation where somebody could technically be a partner, or parent of the child, but they don’t actually have day-to-day responsibility for bringing up the child. So just to note there are some very specific definitions of the various relationships I’ve just mentioned that we don’t have time to discuss today on the podcast, but there will be link to the show notes when we send out the podcast.



08:01 Liz: Yeah, and that will cover the regulations and the ACAS guidance.



Grace: Yeah.



-Pause-



Liz 8:14: So, thanks Grace, you've covered off the eligibility criteria for who's eligible for the leave and so I'm going to cover off a bit more detail about the actual qualifying periods and there's two key points really for employers to be aware of. First of all, the baby has to begin the period of neonatal care within 28 days of birth, so actually the period starts with the day after the child's birth.



So, for example, if the baby was born on a Friday, then the final day on which neonatal care leave can start is the Friday four weeks later. So in addition, to qualify, neonatal care must continue without interruption for at least seven days starting with the day after neonatal care starts, and parents are not eligible to take neonatal care leave until the baby has received neonatal care for seven or more continuous and uninterrupted days.



Grace 09:04: Just to jump in there, Liz, obviously earlier I referenced the example of 5 days in hospital, and then 3 days receiving outpatient care, so it’s worth just flagging this to employers that it could be a little bit misleading about it saying continuously without interruption, it’s really important to remember that can include all of those definitions that I covered earlier about the types of care that they can have.



Liz 09:25: Yes, and to just give an example then of how you might calculate that as an employer if, for example, you’ve got a baby being born, on say Thursday the 10th of April and needs neonatal care immediately, then to calculate when neonatal care leave entitlement starts, if the baby is born on the 10th, the seven consecutive days starts the next day, the Friday the 11th, and ends on the 18th of April. So, in this example, the 18th of April would be the day that the earliest date that the neonatal care leave can actually start. So, another way of looking at it might be that days two to eight of neonatal care where day one is the day neonatal care starts, and often that's the date of the birth, the result is that the employee is not entitled to take neonatal care leave until day nine, so they'll have to be in the case of say the partner of the birth mother may have to take a period of paternity leave first, whilst he's accruing an entitlement to take neonatal care leave and then take the neonatal care leave at the end of the paternity leave.



Grace and I were talking about scenarios where this might be helpful to give in terms of context, for employers, so you might well have a situation where a baby is in neonatal care for say, a short period of time, but doesn’t meet the seven day threshold, and what employers might do in that situation, and there’s recent guidance from ACAS which suggests that in a situation where a baby doesn’t, on the face of it, meet the threshold, their advice is to always be supportive because the baby is obviously in a very vulnerable position and the parents are going through a lot, so would advise that employers should be supportive, even if there’s no qualification for the leave itself.



You might also, just to flag, and reiterate something Grace was saying earlier, you might have another scenario where a baby is sent home on oxygen, or the baby might have follow-up appointments under a consultant, and it might mean therefore, that the 7-day period is met. So, it’s really important, as an employer, if you have an employee who’s enquiring about their entitlement to take the leave, consider how it’s going to work in practice, it’s not always clear-cut, and as you can imagine it’s not going to be front and centre of what’s on the parents’ mind when they’re sitting by the baby’s cot side.



11:45 - Okay, I suppose the key point to remember is, there has to be 7 days or more, to qualify for the leave itself. And until that’s met, there’s no legal entitlement to take the leave, so there may be a need for the individual to take a different form of family leave until that period.



12:00 Grace: And that leads me on nicely, actually Liz, so we just wanted to flag that the neonatal care leave must be taken within 68 weeks of the child’s birth and as Liz has already covered, that can be up to a maximum of 12 weeks leave altogether. As Liz has briefly covered, but just to recap, the most common situation that we’re envisaging, or that we think the government envisaged when they bought in this leave is that somebody, say on maternity leave, baby arrives and is having neonatal care, during that period, all that is on that parent’s mind is “I’m eating into my maternity leave and my time with my baby” and previously before this was in place, then that would have been the case, but now they will be accruing neonatal care, and it can be tagged on to the end of other types of family leave, so it’s just a really important point for employers to remember.



There are also different notice requirements depending on when the leave is taken, and this is a really really tricky part of the new legislation, and Liz, and I were talking about this before the podcast. And it is going to be a sticking point, we think, for employers kind of navigating this new legislation, and we will come on to deal with that in more detail a little bit later in the podcast.



13:06 I also wanted to, I wouldn't normally kind of be into reading out quotes, but I thought it was a

really interesting one for the employment rights minister, Justin Madders, just to flag. So he says, "parents of children in neonatal care have more than enough to worry about without being concerned about how much annual leave they have left or whether they'll be able to make ends meat. This entitlement will deliver certainty to them and their employers, setting baseline protections that give them peace of mind to look after the one thing that matters most. Their newborn baby.” And I just flag that really just to show where this is coming from and the amount of support it is going to give parents in these situations.



13:39 Liz: Yeah, and we were chatting, weren’t we Grace, about how we think these new laws will be received by employers. And largely, we think that they will be received well by employers, particularly those that are supportive and have in place enhanced family leave entitlements. The reason for this is because it provides clarity to everybody involved. So, for the employers, obviously they know what the entitlements are and then it's a matter for the organisation, HR, and the leaders in the business to decide whether they want to go above and beyond that. But, in terms of the employees, obviously they also have the clarity and they don’t need to worry about asking for leave in a difficult situation, the entitlement will be there; obviously hereto employers have had to rely on creative measures, like sick leave, or compassionate leave, or come up with some other improvised solution, and that can obviously show that they’re a supportive employer, but it can create problems then of precedent and other challenges for HR teams to navigate, so having clear, defined statutory provisions we think is only going to benefit everybody. And as Grace said, we’re looking at an excess of 60 thousand parents who are going to be eligible for this, so it’s likely that somebody within your organisation is going to have to approach you in relation to this sadly.



15:04 Pause



Grace: So, we just wanted to cover now, the statutory neonatal care pay provisions, so it’s important to note that there are separate Regulations in terms of the eligibility requirements to have neonatal care leave, and to receive neonatal care pay.



Broadly speaking, if an employee who meets the requirements to qualify for say, statutory maternity pay, or paternity pay, they will also qualify for statutory neonatal care pay. There’s also some overlap in terms of the eligibility points that we’ve already covered in relation to neonatal care leave, so as an example, they must have parental responsibility and also intend to care for the child, and there’s a slight difference in terms of they say that they must be the employed earner, and that’s a slightly different definition than for neonatal care leave because the statutory pay requirements are stipulated by HMRC.



Just to recap as well, I know we have already covered this, but just in terms of the pay provisions; again, they will only qualify for statutory neonatal care pay if the leave begins within 28 days after the day of the child’s birth and continues without interruption for at least 7 days, beginning after the day the care starts.



Also, there are some very complicated provisions in terms of the accrual of pay depending on when it is taken and we will be addressing the tier onw, and tier two types of leave a little bit later in the podcast.



The pay is also the same as for other types of statutory leave, so at the moment, the rate is £187.18 a week, or 90% of your average weekly earnings, whichever is lower. It’s also really important to note for employers that you can’t contract out of the right of statutory neonatal care pay, but it is of course open to you to pay an enhanced amount if you so wish, and in respect of this, Liz and I were chatting beforehand, and saying it’s definitely worth a review of your existing family leave policies and assessing what you offer in terms of enhanced pay in relation to say maternity leave, or paternity leave, and just as an example, an employer might look to give four weeks full pay, four weeks half, and then four weeks under the statutory provisions for neonatal care, but that is just an example and it’s completely open to you as a business where you want to go with that, but it’s a really important point to feed into staff retention, and how you look after your staff, and we do think it’s useful to mirror how you approach other family leave as well.



And then just a last point to cover on the statutory neonatal care pay is whilst the right to neonatal care leave is a day one right, parents must have 26 weeks service ending at the relevant week, meet a minimum earnings threshold, and be employed at the end of the relevant week to be eligible.



Now, identifying the relevant week is complicated and it’s something where employers might be looking to get further advice on, but just as very brief summary, this varies depending on which other type of family leave the individual is entitled to, so, if they had also taken statutory maternity pay, or statutory paternity pay, you would use the same calculation, which is the 15th week before the due date, but in any other cases, the relevant week, is the week before the week in which neonatal care starts.



18:20 Pause



18:27 Grace: Okay, so we briefly mentioned earlier that how the leave is taken depends on whether

it falls under what they've called tier one and tier two leave. So can you explain this a little bit further, Liz, because this is a fairly complicated part of the provisions, isn't it?



Liz: Yes, that's right. So as Grace says, depending on when you take the neonatal care leave, depends on how much notice, for example, you have to give. So, the rules for taking it depends on when you’re planning to take it, and they split it out into two categories, which in the legislation are referred to tier one period, or tier two period. Now, tier one covers the period when the baby is receiving neonatal care, and it continues until the 7th day after the day that the child stops receiving the neonatal care.



So, for example, if your last day of neonatal care is a Tuesday, then the last day of the tier one period is the following Tuesday. Now, during the tier one period, neonatal care leave may be taken in non-consecutive weeks or as a block of a whole number of weeks. Whereas in tier two, any period which is not a tier one period runs from the day after the tier one period ends until 68 weeks after the baby's

birth. Unlike tier one, the leave, there's more restrictions around how you can take the leave. So, it has to be taken in consecutive blocks, and it can't be split.



So, just looking in more detail at that, then we were talking about how this might be in practice. So, practically speaking, in tier one, it’s most likely to be the child’s father, or the mother’s partner, that would take the leave in tier one because the mother will already be on a period of maternity leave during any tier one period, so you might have a situation where the father is taking a period of paternity leave immediately on the baby being born and then applies for neonatal care leave, takes that at the end of his paternity leave, but he might choose to not take all of his neonatal care leave entitlement in one go, provided it’s within that tier one period. If, however, he takes his neonatal care leave in tier two, he would have to take it in a block and usually that would be taken at the end of the paternity leave period, or when the baby's home from hospital, but it must be taken as I say within 68 weeks of the baby's birth.



Grace 20:58 - And that feeds into what I mentioned earlier, doesn't it Liz, about the kind of most common situation that they're envisaging is the kind of tier two, tagging it onto the other type of parental leave that somebody might be taking alongside.



-Pause



Liz 21:27 - We've covered tier one, what that means in tier two. In terms of giving notice, which is a requirement for the employee, they have to give a different notice requirements depending on whether they’re intention is to take the leave during tier one, or tier two, periods. So, importantly, the employer and the employee can waive the notice requirements, and they can mutually agree to do that, and that’s there in the legislation, as a means by which the employer can be more flexible if they want to be, but as I say, if the notice requirements are needed in the policy, then to start it, the employee must give notice to the employer to take neonatal care pay and they need to tell the employer before they're due to start work on the first day of absence in that week.



Now, importantly, there's no requirement for that notice during tier one to be in writing, so it's enough for the employee just to let them know verbally, and actually the ACAS guidance suggests, and I think it’s a good idea, that the employer, in their policy, considers things like “well actually would we be happy in the circumstances if we’re having notice from a family member” for example, because it might be easier for the individual to arrange that if they’re in a hospital setting and haven’t got easy access to their phones.



Okay, so as I say, they need to tell the employer before they’re due to start work on the first day of absence, but where that’s not reasonably practicable, that’s the language in the legislation, then they must let the employer know soon as is reasonably practicable. So, you know, as soon as you can tell the employer the better, and there’s no requirement for it to be in writing, so relatively flexible during tier one.



Liz 22:58 - Now, obviously neonatal care leave can only be taken from the day after the first qualifying period, so after the child's already had seven days or more in neonatal care. So, for example, if the baby goes into care on the 10th of April, which is the example I gave earlier, the employee must inform their employer before the first day of leave, which will be on the 18th of April.



Okay, so in terms of notice of neonatal care leave then in tier two, if they want to take the leave in their tier two period, then they have to give notice in writing, so that's obviously more strict than in the tier one.



And for a single week of neonatal care leave, they must give the notice no later than 15 days before the first day of leave to which the notice relates, but if they want to take two or more consecutive weeks, then it's a bit longer, so no later than 28 days before the first day of leave, to which the notice relates.



Okay, there’s certain information that the employee also has to give over and that will be in the notes, but basically, its things like the name, the date of birth, in the adoption cases the date of placement, or the date the child entered Great Britain, the date that neonatal care started being received, and if the child’s no longer having neonatal care, the date that’s stopped. Importantly, the employer will have to say the choice of when they want the neonatal care leave to begin, and the number of weeks that the notice is being given in respect of. They also have to say in the information that it’s being taken for the purpose of caring for the child, and if it’s the first notice, in respect of that child, confirmation that the employee meets the eligibility requirements, so as I say, there’s certain information that needs to go there, but as I say, employers can waive that requirement should they wish to do so.



Grace 24:48 – It’s interesting, isn’t it Liz because it’s a really complicated area of the new legislation and we are expecting employers to kind of take their own approach, and have flexibility in relation to notice requirements, and it’s something that again, as we mentioned earlier in terms of reviewing your policies for what you’re going to consider in terms of enhanced pay, it’s also worth considering this as well and whether you’re going to put in more simple provisions for your employees to give notice.



Liz 25:15 – Yes, and also making sure that if that is the company’s approach then that’s communicated properly with the managers that are going to be dealing with these requests on the ground, and providing appropriate training and support to those managers.



-Pause-



25:37 Grace: So, we also thought it’s important to cover the protections for employees who take neonatal care leave, so neonatal care leave offers employment protection rights similar to those that come from other types of parental leave and as an example that includes protection from detriment, or dismissal for taking the leave, the right to return to the same terms of employment which would have applied had they not been absent on leave, or in certain circumstances where it's not possible for them to return to the same job, to another job which is both suitable and appropriate in the circumstances.



And employees who are taking or have recently returned to work from neonatal care leave are also entitled to be offered suitable alternative employment on redundancy in priority to other employees. Now, the provisions around this are very complicated, especially around the period that that covers, so we don’t have time to cover that today unfortunately in the podcast, but again, we will link the notes guidance to the podcast, and we would encourage you to seek advice in that situation, because like I say, it’s a very complicated area.



Liz 26:35 – Okay, so I’ve looked at the notice entitlements for taking leave, neonatal care leave and with neonatal care pay now, I'll come on to those. So, it is complicated, the notice requirements for taking the pay and it does vary depending on the situation, so we'd always advise you to check what the position is in relation to each individual case. Again, employers can waive the requirements to give notice and if they do do that then it's treated as if the employee has complied with the

notice obligations. But if they are required, they have to give written notice and again how much they have to give depends on whether it's tier one or tier two. So, employees may choose for neonatal care pay to be paid for a single week or for a number of weeks, although they must be consecutive in tier two period. And the required length of notice differs depending on whether the pay is sought for leave

during tier one or tier two, as follows. So, where you've got a tier one period and the statutory pay week begins in a tier one period, 28 days’ notice must be given. Now, that's counted from the first day of the statutory pay week it relates to. However, when the statutory pay week begins in tier two, 15 days’ notice must be given for a single week of statutory pay, but 28 days’ notice must be given for two or

more consecutive weeks of statutory pay. Now, where it’s not reasonably practicable to give such notice, the employee must give notice as soon as it’s reasonably practicable.



Grace 28:08 – I think it’s important to flag here as well, Liz, that employers might want to consider what they would do if somebody, one of their employees, hasn’t complied with the notice requirements and kind of missed the boat, technically speaking under legislation to give that, and how they would approach that situation given the context, and the situation that person is in at the time.



Liz 28:26 – Yes, I agree entirely, Grace. And in fact, there is some flexibility in the pay regulations around this, so if you’ve got an individual whose been eligible for, and has taken neonatal care leave, but has forgotten, due to the stresses of what’s been going on to put in the appropriate notifications on time, there is provision in the Regulations to address that and in fact ACAS cover that topic on their website, with a number of different examples, so I’d refer you to that, and have a look at some of the examples in there, which are useful.



Grace 29:01 – And just finally, I think it would be really useful for our employer listeners Liz, if we could just run through some best practice and tips for them moving forward in relation to this new legislation.



Liz 29:13 – Yes, Grace, and we had a good old chat about this, didn’t we when we were preparing for this podcast because, obviously employers vary in terms of how they approach family leave but this, as we’ve identified, is going to be helpful for everyone involved to understand what the parameters are, what the expectation is, and that should make life easier for both employer and employee. But in terms of what we think would be helpful for employers, just in introducing this new entitlement, having a fertility champion within the business who knows the policy well and can assist individuals who find themselves in that situation might be a good idea, it’s obviously a very sensitive and emotive time for parents going through this, and having someone that knows what the policy says, understands it, and can help them apply it and just chat through some different scenarios might be very welcomed to the individual.



Obviously, the important one is for employers to have policies in place to deal with this, it’s a new area of family leave entitlement, and we’re being asked a lot by clients to have a look drafts that they’ve prepared, or to prepare drafts for them and this is something that you need to have alongside your other suite of family leave policies, so getting the right policy for your organisation is obviously going to require consideration of whether you’re just going, I don’t know, Grace, we were just talking about how some will just want to follow the statutory entitlement, and some will want to go above and beyond that and pay full pay rather than just the statutory rate. Others might want to forgo the notice requirements just making it as easy as possible for the employees to access the support that they need at a very difficult time. So, really, getting together with, if you have employee bodies within the organisation forums to see what’s going to work and compliment your other family policies is a good idea.



Obviously, training managers is another key one, isn’t it, Grace? We see a lot times where clients will come to us and say, "Well, we have got this policy in place," but then it's not necessarily been rolled out as thoroughly as it might be and making sure, because it is a complicated area, that people know how to manage it and how to deal with this different scenarios as and when they arise. So, training the managers on the ground, I think we touched on that earlier, didn't we Grace?



Grace 31:35 – We were saying the other week weren’t we Liz, that if the managers know the policy, the individual who's going through it might not necessarily know themselves and they don't expect to be in that situation, so if they go to their manager and say “this has happened, I’m in hospital, with my baby” they will then be able to know exactly what steps to take and how to support them through that.



Liz 31: 54 – That’s right, so do the legwork for the individual because they won’t have access to their computers and from looking into this area, and from speaking to some parents who have been in a neonatal care environment, this is going to be extremely helpful in terms of support and helping them not have to make that tricky decision of having to use all their paternity leave whilst the baby is in hospital and this will just be a really useful tool to help individuals going through that. So, I think the more information and the more support you can give the individual and the more clarity around the policy and what their entitlements are is only going to be a good thing.



-Pause 32:33-



Grace: So, that covers everything we want to address in the podcast today. We do appreciate it's a very complicated area. It's not something that we can get every single detail in a 30-minute podcast, but we are here to support you as an employer in whatever you need in terms of further guidance on this, reviewing policies etc, and like we said, we will also link the notes to the podcast so you can see further guidance on the legislation.



Liz 33:04 – Yes, and no doubt in future podcasts my colleagues Amy and Charlie will be covering off any developments in this area and any best practice that we're finding is coming through once these new regulations have been around for a bit longer.



So, thank you very much for joining us today in what we hope you found to be an informative podcast about these new laws, it’s a brilliant development in this area, one which I think is going to bring a lot of clarity for everybody, and we look forward to sharing with you insights in the future once we know how these regulations are playing out in practice. My colleagues, Amy Stokes, and Charlie Rae, look forward to welcoming you to our next employment podcast.



34:03 Jonathan Rennie: The information in this podcast is for general guidance only and represents our understanding of the relevant law in practice at the time of recording. We recommend you seek specific advice for specific cases. Please visit our website for our full terms and conditions.