Changes apply to family rights, whistleblowing and written statements, as part of reforms to the Employment Act 2006, and include time off work: for partners to attend antenatal appointments; to attend adoption appointments; to care for dependents.
The requirement for all workers to have written statement of employment from day 1, follows previous amendments in 2024 and forms part of the wider work in this area.
Whistleblowing legislation changes include public interest test for protected disclosure; removes requirement that disclosures are in good faith, vicarious liability, interim relief.
Revisions are based on feedback gathered during public consultations during 2022 and follow the approval of proposals by the legislative branches of Tynwald in 2024.
Amendments aim for fairness to protect workforce, ensure IOM remains competitive against similar jurisdictions for those choosing to live, work or do business there.
Next Steps
IOM GVT said it will progress further amendments in line with Island Plan commitment.
These include meaningful reforms to family rights including shared parental leave and parental bereavement leave - which are expected to come into effect later this year.
