New Section 49E permits regulations under section 49D to include various specified matters.
	Those regulations may set out what notices and evidence will be required and what procedures to be followed in order to access the enhanced dismissal protections, (section 49E(a)). The regulations may also set out the consequences of not complying with any of these requirements or procedures (section 49E(b) and (c)).
	The Regulations may make provision for situations where an employee has a non-statutory right which exists in parallel to any rights under section 49D (for example, a right arising under their contract of employment) (section 49E(d)).
	The Regulations may modify the way in which a week’s pay is calculated in Chapter 2 of Part 14 of the ERA 1996 to take account of periods of absence during a protected period of pregnancy. The concept of ‘a week’s pay’ is widely used in that Act, for example in section 119 which sets out how the basic Employment Tribunal award for unfair dismissal should be calculated (section 49E(e)).
	The Regulations may also modify, apply or exclude any enactment in relation to someone during a protected period of pregnancy, in specified circumstances and subject to specified conditions (section 49E(f)).
	The Regulations can deal differently with different cases or circumstances (section 49E(g)).
Part 1: Employment Rights Dismissal New Section 49E