🍼 New Law on Maternity and Family Leave Rights 👩🍼 Maternity Leave Rights • Mothers are entitled to 120 days of maternity leave. • 60 days of paid leave are covered by the employer. • The remaining 60 days are unpaid (or as agreed upon by the company). ⸻ 👶 If the Child Has a Health Condition • Mothers may take an additional 15 consecutive days of leave if the child has an illness or a condition that risks complications. • During this period, the employer must pay 50% of the salary. ⸻ 👨👧 Paternity Leave Rights • Fathers (husbands) are entitled to 15 days of paid leave to help care for their newborn child. ⸻ ⚖️ Protection for Pregnant Employees • Employers are prohibited from dismissing pregnant workers due to pregnancy or maternity leave. • Pregnant employees are not allowed to work night shifts or perform hazardous tasks. • This law takes effect 30 days after publication in the Royal Gazette.

Employee Rights Bill latest update 🚨 The Bill is now in its very final stages, and is due to return to the House of Lords on 28 October, after which it is expected to receive Royal Assent. Some changes small businesses should be aware of: ✔️ SSP from day 1 – from April 2026 ✔️ Paternity and parental leave entitlement from day 1 – from April 2026 ✔️ Day one right not to be unfairly dismissed – implementation in 2027 ✔️ Greater protections from dismissal for new mothers through pregnancy, maternity leave and for 6 months after return – likely implementation in 2027 ✔️ Right to bereavement leave – likely implementation in 2027 ✔️ Miscarriage leave for pregnancy loss before 24 weeks – no clear implementation date What action do your need to take right now? 👉 Audit contracts: zero-hours, low hours, casual workers; map exposure to guaranteed hours / requests. 👉 Budget for increases in sick pay. 👉 Make sure you have a contract variation clause (not watertight but helpful!) 👉 Manager training! Send me a message if you need support to navigate these changes 📩 #EmployentRightsBill #UKEmpLaw #HR #SSP #UnfairDismissal

Employee Rights Bill latest update 🚨 The Bill is now in its very final stages, and is due to return to the House of Lords on 28 October, after which it is expected to receive Royal Assent. Some changes small businesses should be aware of : ✔️ SSP from day 1 – from April 2026 ✔️ Paternity and parental leave entitlement from day 1 – from April 2026 ✔️ Day one right not to be unfairly dismissed – implementation in 2027 ✔️ Greater protections from dismissal for new mothers through pregnancy, maternity leave and for 6 months after return – likely implementation in 2027 ✔️ Right to bereavement leave – likely implementation in 2027 ✔️ Miscarriage leave for pregnancy loss before 24 weeks – no clear implementation date What action do your need to take right now? 👉 Audit contracts: zero-hours, low hours, casual workers; map exposure to guaranteed hours / requests. 👉 Budget for increases in sick pay. 👉 Make sure you have a contract variation clause (not watertight but helpful!) 👉 Manager training! Drop us a message if you need support to navigate these changes 📩 #EmployentRightsBill #UKEmpLaw #HR #SSP #UnfairDismissal

I've been asked by Department for Business and Trade to help raise awareness about some important proposed reforms that could transform how we support workers in the UK. Effective from today the Government is inviting businesses and workers to share their views on: 👶 Enhanced dismissal protections for pregnant women and new mothers 💔 New rights around bereavement leave including for those who experience pregnancy loss before 24 weeks 🤝 A new employer duty to inform workers about their right to join a trade union Research suggests that up to 54,000 mothers a year face dismissal, redundancy or are treated so poorly during or after pregnancy that they feel forced to leave (Wow!) These proposed reforms aim to change that making it unlawful to dismiss pregnant women, those on maternity leave, or those returning to work for at least six months, except in very specific circumstances. I’ll be keeping in touch with the Department for Business and trade for updates and happy to share insights directly with my network. If this could impact your business or your people it’s time to have your say. (Ps. I can confirm this is not Keir Starmer on the other line 😜) #EmploymentLaw #PregnancyAtWork #BereavementLeave #HR #EmploymentRights #BusinessAndTrade

🔍 Understanding the Maternity Benefit Act: Key to Inclusive Workplaces The Maternity Benefit Act, 1961, is a vital law that protects working women during pregnancy and early motherhood by providing paid maternity leave and other crucial benefits. It ensures women get the time and support needed to nurture their newborns without fear of job loss or financial insecurity. 💪🤰 Why is this important? • It promotes health and well-being of both mother and child by mandating up to 26 weeks of paid leave. • Offers job security by preventing dismissal or discrimination during maternity. • Supports workplace equality and encourages organizations to provide crèche facilities and flexible work options. 🏢👶 Our key learnings: ✔️ Legal protection is essential for balancing work and motherhood. ✔️ Employers and employees share responsibilities to create a supportive environment. ✔️ Acts like this build inclusive workplaces that respect women’s rights and contribute to organizational success. #MaternityBenefit #EmployeeRights #WorkLifeBalance #Inclusion #EmployeeRelations #HRInsights

👩🏽⚖️ “She was still on probation — so we can’t give her maternity leave.” That was the reasoning a law firm gave when one of their employees applied for maternity leave in her final trimester. In the case of Machira v Mugo Waweru & Associates [2012] eKLR, the employee was in her final trimester, ready to welcome her baby. Instead of approving her leave, her employer advised her to apply for study leave instead. Nonetheless, the court didn’t agree. The judge held that maternity leave is an unconditional right under Section 29 of the Employment Act, it doesn’t matter whether the employee is permanent, on contract, or on probation. The law as set out above does not impose any condition for maternity leave. Indeed unlike annual leave and sick leave, maternity leave has no waiting period. Child birth is a natural process over which even the mother has no control. Furthermore, the employer’s refusal was found to be discriminatory, violating Section 46(a) of the Act, which protects women from unfair treatment due to pregnancy. 💡 Lesson: Maternity leave is not a privilege, it’s a right. Probation is not an excuse for discrimination. #EmploymentLaw #MaternityLeave #KenyaLaw #WorkplaceRights

Major updates on the horizon for UK employers ⚖️ The Government has just released four consultations under the forthcoming Employment Rights Bill and they set the direction for some of the most significant workplace changes we’ve seen in years. The focus areas say a lot about where policy is heading: Trade union access – new rights for unions and new duties for employers Pregnancy & family leave – stronger protections during and after leave Bereavement leave – clearer rules on eligibility and evidence While these are still at consultation stage, it’s worth employers taking note now. The proposals could reshape how you handle everything from workplace relations to family-related policies, with some changes expected as soon as 2026. Our team’s broken down what’s in the consultations and what to start preparing for 👇

As an HR professional, I’ve seen how transformative motherhood can be and how much support at work matters. Women deserve to feel valued and protected during pregnancy and after returning from maternity leave. It’s not just about the leave itself it’s about creating a culture that respects their rights, supports their wellbeing, and helps them continue to grow in their careers. When we get this right, everyone wins: women thrive, teams thrive, and organisations thrive.

Recent Resolution on Maternity Benefits – Saaki Legal We recently assisted a client in a matter concerning maternity benefits and wrongful termination. Our client, employed with an IT company, was terminated shortly after informing her employer of her pregnancy, with the termination being attributed to “performance issues.” Recognizing the legal implications under the Maternity Benefit Act, 1961, and the broader framework of employment protections, we initiated proceedings before the Deputy Labour Commissioner. The matter involved multiple hearings, submissions, and negotiation rounds. Within approximately eight months, we secured a fair settlement, including the maternity-related entitlements due to our client. This matter was handled pro bono, reflective of our commitment as a women-led firm to support equitable workplace practices and to reinforce the legal protections afforded to women in employment. At Saaki Legal, we remain committed to ensuring that statutory rights in the workplace are upheld, and that processes are fair, transparent, and compliant with the law.

💡Do You Know Your Rights as a Working Woman? 🤰• The Maternity Benefit Act, 1961 protects every woman's right to care for her newborn — without losing her job or pay. 👩⚖️Here's what the law says: 📝26 weeks of paid leave for the first two children 🧒 12 weeks for the third child onward ⏰Up to 8 weeks before delivery 💔 6 weeks leave for miscarriage 🧑🧒12 weeks for adoption 👩💻Option to work from home (if applicable) ⚖️Illegal to dismiss a woman during maternity leave 💰Full wages paid during leave 👩💼Eligibility: For establishments with 10+ employees Minimum 80 days of employment in the past 12 months ✨ Let's build workplaces where Motherhood is respected, not punished. #MaternityLeave #HR #WomenAtWork #LabourLaws #WorkingWomen #MaternityBenefitAct #WomenEmpowerment #EmployeeRights #GenderEquality #WorkplaceWellbeing #Motherhood #WorkLifeBalance #HRCompliance #IndianLabourLaw #InclusionAndDiversity #Leadership #HumanResources #PolicyMatters #RespectMothers #WomenEmpowerment #EmployeeRights #GenderEquality #WorkplaceWellbeing #Motherhood #WorkLifeBalance #HRCompliance #IndianLabourLaw #InclusionAndDiversity #Leadership #HumanResources #PolicyMatters #RespectMothers #futureofwork