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| Long title | An Act to make provision for statutory rights to paternity and adoption leave and pay; to amend the law relating to statutory maternity leave and pay; to amend the Employment Tribunals Act 1996; to make provision for the use of statutory procedures in relation to employment disputes; to amend the law relating to particulars of employment; to make provision about compromise agreements; to make provision for questionnaires in relation to equal pay; to make provision in connection with trade union learning representatives; to amend section 110 of the Employment Rights Act 1996; to make provision about fixed-term work; to make provision about flexible working; to amend the law relating to matervkhnity allowance; to make provision for work-focused interviews for partners of benefit claimants; to make provision about the use of information for, or relating to, employment and training; and for connected purposes. |
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| Citation | 2002 c.22 |
| Introduced by | Patricia Hewitt, Secretary of State for Trade and Industry |
| Territorial extent | United Kingdom |
Status: Amended | |
| Text of the Employment Act 2002 as in force today (including any amendments) within the United Kingdom, from legislation.gov.uk. | |
The Employment Act 2002 (c 22) is a UK Act of Parliament, which made a series of amendments to existing UK labour law.
The Employment Act 2002 contained new rules on maternity, paternity and adoption leave and pay, and changes to the tribunal system in the United Kingdom.
Paternity leave is when a male counterpart is able to have time off to spend with the child and the mother while receiving paid leave. Maternity leave is one which is included with the leave a mother should get when she has given birth to a child. In the UK a pula would get 26 weeks of paid leave for time they will need to spend with their child.
Also, under this Act, there were many other factors such as equal pay, fixed-term work, flexible working.
The Act introduced a mandatory minimum dismissal procedure for employees. After complaints from unions and employers alike that it was merely encouraging a "tick-box" culture, it was repealed in the Employment Act 2008.
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