The Neonatal Care Leave and Miscellaneous Amendments Regulations 2025
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Change 1
2 Application
(1) The provisions in Part 1 regulation 3, Part 2 and the Schedule of these Regulations apply in respect of children who are born on or after 6th April 2025. (2) Regulation 17 (protection from detriment) has effect only in relation to an act or failure to act which takes place on or after 6th April 2025. (3) For the purposes of paragraph (2)— (a) where an act extends over a period, the reference to the date of the act is a reference to the last day of that period, and (b) a failure to act is to be treated as done when it was decided on. (4) In the absence of evidence establishing the contrary an employer shall be taken to decide on a failure to act— (a) when they do an act inconsistent with doing the failed act, or (b) if they have done no such inconsistent act, when the period expires within which they might reasonably have been expected to do the failed act if it was to be done. (5) Regulation 18 (unfair dismissal) has effect only in relation to dismissals where the effective date of termination (within the meaning of section 97 of the Act) falls on or after 6th April 2025. (6) The amendment of the Maternity and Parental Leave etc. Regulations 1999 made by regulation 21 has effect where the employee’s statutory maternity leave period ends on or after 6th April 2025. (7) The amendments to the Paternity, Adoption and Shared Parental Leave (Parental Order Cases) Regulations 2014 made by regulation 22 have effect where the employee’s adoption leave or shared parental leave ends on or after 6th April 2025.
2 Application
(1) The provisions in Part 1 regulation 3, Part 2 and the Schedule of these Regulations apply in respect of children who are born on or after 6th April 2025. (2) Regulation 17 (protection from detriment) has effect only in relation to an act or failure to act which takes place on or after 6th April 2025. (3) For the purposes of paragraph (2)— (a) where an act extends over a period, the reference to the date of the act is a reference to the last day of that period, and (b) a failure to act is to be treated as done when it was decided on. (4) In the absence of evidence establishing the contrary an employer shall be taken to decide on a failure to act— (a) when they do an act inconsistent with doing the failed act, or (b) if they have done no such inconsistent act, when the period expires within which they might reasonably have been expected to do the failed act if it was to be done. (5) Regulation 18 (unfair dismissal) has effect only in relation to dismissals where the effective date of termination (within the meaning of section 97 of the Act) falls on or after 6th April 2025. (6) The amendment of the Maternity and Parental Leave etc. Regulations 1999 made by regulation 21 has effect where the employee’s statutory maternity leave period ends on or after 6th April 2025. (7) The amendments to the Paternity, Adoption and Shared Parental Leave (Parental Order Cases) Regulations 2014 made by regulation 22 have effect where the employee’s adoption leave or shared parental leave ends on or after 6th April 2025.
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