Jersey enacts leave and other family-friendly measures

Jersey enacts leave and other family-friendly measures
June 29, 2020

Family-friendly measures, including an increase in parental leave for new parents to 52 weeks, took effect in Jersey, Channel Islands on 28 Jun 2020. The measures feature in Employment (Amendment No. 11) (Jersey) Law 2020 and apply to all employers, regardless of workforce size.  

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Highlights

  • Parents whose expected week of childbirth is on or after 5 July are entitled to 52 weeks of parental leave, of which six weeks is paid at 100% of the employee’s salary by the employer. Intended parents of surrogate or adopted children also are entitled to leave.
  • Eligible employees can take parental leave in three blocks over a two-year period from the date of the birth, adoption or start of the surrogacy.  Each period of leave must be a minimum of two weeks’ duration. 
  • Employees should notify their employer of their intention to take leave 15 weeks prior to the expected week of childbirth, and must provide 42 days’ notice if they want to revise any previously agreed to leave arrangements. Employers must make reasonable efforts to accommodate any requests to change leave arrangements.
  • Intended parents of adopted children must notify their employer no later than seven days after receiving official notification of matching with a child, or in the case of an overseas adoption, after the employee is notified of the date of the child’s arrival in Jersey.
  • Intended surrogate and adoptive parents can take unlimited time off to attend appointments connected to the surrogacy or adoption, of which up to 10 hours is paid.
  • Women who continue breastfeeding after returning to work can ask their employers to modify their employment terms and conditions. If requested, employers must provide breastfeeding employees with reasonable workplace facilities.
  • Women who are pregnant or breastfeeding are entitled to paid leave if a risk assessment shows that it’s unsafe for them to perform their normal job, and it’s not  possible to adjust their working arrangements. 

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Fiona Webster
by Fiona Webster

Principal, Mercer’s Law & Policy Group

Stephanie Rosseau
by Stephanie Rosseau

Principal, Mercer’s Law & Policy Group

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