UK Employment Law\ Employer \ Pregany Workers
Pregnancy in the workplace.
When an employer hears that a key worker is pregnant, it can mean challenges for the coming year. The employer will need to plan a temporary replacement and for a period of handover.
Many employers have ended up facing tribunals because they were not fully aware of regulations dealing with pregnant women in the workplace. This section looks at what a boss needs to be aware of
During maternity leave, a pregnant woman is entitled to:
- Keep her normal work benefits, including mobile phone and company car;
- Staff bonuses and pay rises;
- Eighteen weeks of leave (regardless of how long she has served the employer);
- Six weeks' leave on ninety percent of salary and twelve weeks at £62.20;
- Six months' leave once the child is born (if the employee has been employed for more than one year);
- Ask for part-time work. Any such request must be seriously considered.
An employer must make sure that pregnant women enjoy a stress-free pregnancy. They should allow employees to:
- work from home sometimes;
- change their hours so they do not have to travel at peak times;
- take an hour long break at lunchtime;
- go home on time;
- have regular breaks and to not stand or sit for a long time.
A pregnant woman must tell her employer if she is pregnant at least fifteen weeks before the baby is due. If she didn’t realise she was pregnant early enough to give fifteen weeks’ warning, then she must advise her boss as soon as possible. The employee should also inform her employer if she wants to start maternity leave and receive Statutory Maternity Pay.
It is a good idea for employers to be told as soon as possible in order that legal obligations may be met – among them: health and safety issues. An employee cannot take paid time off for ante-natal appointments until the employer has been informed. Every pregnant worker is allowed reasonable time off work for antenatal care though, regardless of the amount of time they have worked there. The employer should pay for any time off at the normal rate. It is against the law to refuse to give reasonable time off for ante-natal care.
See our section on:
- maternity rights;
- parental rights.
We suggest you consult with an employment solicitor to make sure that your firm is complying properly.
