FAQs: Olympics corporate hospitality plus additional paternity leave

Additions to the FAQs section cover Olympics hospitality, additional paternity leave in an adoption situation, Olympics-related absence, and electing employee representatives for informing and consulting on a TUPE transfer. 

Olympics hospitality

• Can employers or their staff offer Olympic Games tickets to existing or potential clients, customers or suppliers without falling foul of the Bribery Act 2010?
• Can employers or their staff accept complimentary Olympic Games tickets from existing or potential clients, customers or suppliers without falling foul of the Bribery Act 2010?

Additional paternity leave

• Can an employee take statutory additional paternity leave while his or her partner is on adoption leave?
• Is a primary adopter obliged to return to work before taking the full 52-week adoption leave entitlement for his or her partner to be able to take additional paternity leave?
• Must a primary adopter's employer obtain his or her consent before releasing information to his or her partner's employer where the partner is applying for additional paternity leave?
• To how much additional paternity pay is an employee entitled if the primary adopter returns to work with, for example, six weeks' statutory adoption pay remaining, but the employee does not begin additional paternity leave until two weeks later?

Olympics-related absence

• What should an employer do if it suspects that an employee’s reported sickness absence is not genuine and is due instead to him or her taking time off work to attend or watch an Olympic or Paralympic Games event?

Elections for consultation prior to a transfer

• What is the time frame for electing employee representatives for informing and consulting on a TUPE transfer?

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