BIg CE Retailer Introduces Paid Gender Reassigment Leave
There is no indication of what it will cost, after Currys the UK equivalent of JB Hi Fi and Harvey Norman announced new diversity and inclusion policies, including paid leave for employees having fertility treatment or undergoing gender reassignment.
THE big UK CE retailer announced the new measures overnight claiming they developed them in collaboration with its National Forum – a collective of the firm’s employees from different areas of its business.
We have approached Harvey Norman to see if Harvey Norman are set to adopt similar policies, we have also asked them what their Pride policies are or whether they are planning to make changes in the future.
Under the new employee deal Curry’s staff undergoing IVF or fertility treatment will now be able to take paid leave for up to six appointments per treatment or transfer cycle.
The company is also offering premature birth support, extending maternity leave by the number of days a baby was born prior to their due date if a baby is born before the 37th week of pregnancy.
Meanwhile, employees whose partners have given birth prematurely will be given two weeks of compassionate leave.
Another new policy will see Currys employees entitled to two weeks’ paid leave in the event that they or their partner experience pregnancy loss, including via surrogacy.
The new measures also include support for those undergoing gender reassignment, with six weeks’ additional paid leave, which can be used flexibly for appointments, surgery and recovery.
Management said, “We want to ensure that colleagues feel supported in times of need, and we are working hard to create a culture where everyone feels they belong”.
Elsewhere, the firm is introducing a new menopause support policy to encourage open conversation and provide information on practical support and reasonable adjustments.
Paula Coughlan, chief communications, sustainability and people officer at Currys, said: “We want to ensure that colleagues feel supported in times of need, and we are working hard to create a culture where everyone feels they belong.
“When you’re going through a challenging time, either personally or as a family, this support can help ease worries around potential loss of income or job security.
“This is part and parcel of our ongoing commitment to wellbeing and our objective to have highly engaged colleagues and teams.”