Changes to employment legislation in the Isle of Man regarding family rights, whistleblowing and written statements will come into force on 1st April 2025, as part of reforms to the Employment Act 2006.
The new rights coming into effect include:
- time off work for partners to attend antenatal appointments
- time off work to attend adoption appointments
- time off work to care for dependants
- the requirement for all workers to have written statement of employment particulars from day one of employment
In addition, changes to whistleblowing legislation include the introduction of a ‘public interest’ test for protected disclosures, removal of the requirement that disclosures are made in good faith, vicarious liability and interim relief.
These changes are based on feedback gathered during public consultations conducted in 2022 and follow the approval of proposals by the Legislative Branches of Tynwald in 2024.
Tim Johnston MHK (pictured), Minister for Enterprise, commented: “As signalled when going through the Legislative Branches last year, the changes being brought in on 1 April 2025 follow previous amendments on written statements last year and form part of the wider work that the Department is progressing to update employment legislation, as committed to in the Island Plan. Part of these reforms include much needed enhancements to legislation for family rights, in particular rights to time off in relation to dependants, a move which aims to enhance support for working families.
“By making these amendments, we are protecting the workforce, increasing fairness in the workplace, while ensuring that the Island remains competitive against similar jurisdictions and is an attractive, vibrant and secure place for those choosing to live, work or do business here.”
