BUSINESSES have been warned they are running out of time to prepare for sweeping changes to maternity and paternity leave laws, which will see working couples given new rights to share the time off.

The alert has come from employment lawyer Sally Morris, who is reminding bosses they only have a matter of weeks to "cover every angle" and make sure their HR teams are ready for the landmark change.

The new rules have just come into force and mean parents of children either due to be born or placed with them for adoption from April 5 2015, have the right to shared parental leave.

The government hopes the legislation, the latest in a package of employment law measures, will also allow for more flexible working practice. Whitehall officials estimate that only four per cent of men will take up the shared option in the next 12 months, but expect that figure to rise rapidly in the next few years.

Ms Morris, partner and head of employment at Worcester law firm mfg Solicitors, said: “We are only a matter of weeks away from this massive change to maternity and paternity laws and there’s concern that many businesses here in the county haven’t fully prepared. Shared parental leave is entirely optional but the choice lies with the parents, not the employer. This means that business leaders must be ready to receive requests from fathers or mothers’ partners to take up to 37 weeks of shared parental pay as part of their 50-week leave entitlement.

“While the government estimates only a small number of men will take up the option in year one, there will be many seeking to take advantage here in Worcestershire. I expect we’ll see that figure trebling by 2017. The current 52 weeks maternity leave, including up to 39 paid, will stay in place as will the two weeks compulsory maternity leave. But additional paternity leave and pay will be abolished under the new rules. Instead, a mother entitled to statutory maternity leave, pay or allowance will be able to curtail that so that she and the child’s other parent can share the remainder of the leave, pay or allowance. It’s a massive change.”

The rules present a major challenge for employers as they will have to consider requests and decide whether or not to accept or refuse them, particularly where they may be forced to hire in temporary cover. They also need to review, update or where necessary, implement new shared parental leave policies as part of their HR documentation.

Ms Morris, who advises a variety of local businesses on employment issues, added: “It is an enormous change, the biggest since paid maternity leave was introduced in 1987.

“But there is not much time left to be geared up. Any employer who is not fully prepared really needs to cover every angle or seek advice now to stay ahead of the game.”