The landmark case of Snell v Network Rail has made history awarding £30,000 to a father for sex discrimination in relation to shared parental leave.
The case brought against Network Rail was based around seeking equal pay for both mothers and fathers who opt to take shared parental leave. It is very important to state that this case was successful because both the mother and father worked at the same organisation and therefore should have been subject to the same conditions. Instead they were offered full pay for the mother and statutory for the father.
Many employers following this case may still wish to check their shared parental leave conditions. Each case should be based on that employers’ specific terms but if the couple work for the same employer they should be treated the same. It highlights the importance of making sure your contractual terms and clear and accepted.
Since this case was raised Network Rail are reviewing their family leave policy.
If you would like more information on managing family leave or instigating a family friendly policy, please get in touch with one of our team on 01924 827869. You may also be interested in attending our sister company FusionHR’s training session on 16th March 2017.