Pregnancy can be an exciting but challenging time for your workforce and it is vital that you know how best to support employees in this situation.
1. Train managers on how to respond to maternity
Employees should be able to approach management about their pregnancy and all managers should therefore be understanding and non-judgemental. They should also be prepared to provide appropriate support in difficult, sensitive situations such as a miscarriage.
2. Create a maternity leave policy
A strong, easily accessible policy can help your employees understand and be aware of their rights and entitlements during their maternity alongside any additional assistance that your company offers. It can also specify any obligations that are placed upon them, such as providing adequate notification to you.
3. Clearly confirm maternity leave arrangements
Make sure that both yourself and your employee are fully aware of when the maternity leave is set to begin and when it will end. It is advisable to hold a meeting with your employee on the day before their leave commences in order to ensure there is no confusion over her return date and to allow her to ask any further
4. Conduct a risk assessment
Workplace risk assessments should already have considered any risks to female employees who are pregnant. That said, it is highly advisable to check if any new risks have arisen. If it is decided that the employee would be placed at further risk, you can therefore identify what adjustments may be necessary. Alternatively, it may be an option to place the employee on medical suspension at full pay until her maternity leave begins.
5. Accommodate all ante-natal appointments
Pregnant employees are entitled to attend ante-natal appointments that have been recommended by a doctor or appropriate health official and it is important that your employees go to them. Whilst you can encourage her to make appointments at times which are more convenient to the company, you cannot refuse her permission.
6. Make sure the employee does not suffer discrimination
A pregnant employee has the legal right not to be subjected to any form of discrimination from management or colleagues as a result of her condition. If this is found to have taken place, you should implement your usual disciplinary procedures up to and including dismissal. You should also reaffirm that your company has a zero tolerance approach to all forms of bullying.
7. Offer access to an EAP
An Employee Assistance Programme can offer further support and reassurance to a pregnant employee if she has any personal worries surrounding her condition. This can help ensure that the employee has an additional area of support outside of her direct manager if there are issues that she does not wish to discuss with them.
8. Hold a pre-maternity leave meeting
This should be held just before the employee’s maternity leave commences in order to confirm everything and address any queries she may have. It can also allow for a discussion on who will be best to look after the employee’s duties in her absence and any outstanding work she has. Can this work wait until her return or will it be better for a colleague to pick it up?
9. Offer KIT days
Female employees on maternity leave can work up to 10 ‘keeping in touch’ (KIT) days without losing their entitlement to maternity pay. This can a useful way for them to keep up to date with key company developments and break up the time away from work that they have taken. It is up to both you and your employee how many of these days, if any, are worked and she cannot be forced to take one.
10. Keep her informed of all developments
A lot can happen in a year and your employee should be kept fully up to date with any changes that could affect her or her role. This includes promotion opportunities for positions that will not be filled until after her eventual return from work. An employee can therefore be reassured that her maternity will not affect potential development opportunities.
Need expert support?
If you have a query about maternity leave, pay, or any maternity-related issue, speak to a Croner consultant for expert advice on 01455 858 132.
- Business Advice
- Contracts & Documentation
- Culture & Performance
- Disciplinary & Grievances
- Dismissals & Conduct
- Employee Conduct
- Employment Law
- End of Contract
- Equality & Discrimination
- Health & Safety
- Hiring & Managing
- Leave & Absence
- Managing Health & Safety
- Occupational Health
- Pay & Benefits
- Risk & Welfare