Pregnancy & Employment: It Can Work

OK, so you’ve received the happy news, but once you’re head’s stopped spinning, you have to start thinking about the practicalities of how your pregnancy has to fit in with daily life, namely work.
You are not obliged to tell your employer you are pregnant until well into your pregnancy, and many women wait at least until they have had their 12 week scan, for most women this is what they deem to be their ‘safe time’, as in less likely to suffer the trauma of miscarriage.

Some women confide in a colleague, work friend or Manager at an earlier stage, enabling them to have someone to confide in, or share concerns with, it is always advisable to keep this news in the strictest confidence until you are happy to ‘go public’.
Once you wish to go public, it is important that your employer (boss) is informed in writing. Included in this correspondence needs to be only basic information (remember, a bit like health issues, you are entitled to privacy). Let him know your EDD (estimated delivery date), your anticipated leaving date, and try if you can to give a rough plan of how long you intend to be off. This is not mandatory at this stage, but it helps all concerned if you have some kind of plan.

Health & Safety

No matter what your line of work may be, or how big or small your company is, it is vital that you and your employer (or a representative of the company), carry out a ‘risk assessment’ at the earliest possible convenience. It is not always the case that those exposed to radiation, or those that lift heavy weights are most at risk of harming their unborn babies. What about those that work ‘unsocial hours’ and are prone to getting tired, or the lady who does a lot of traveling and stands or sits for lengthy periods?

Every role no doubt carries some degree of risk, albeit small, so it is essential that you use the risk assessment as a way of identifying, highlighting and documenting any areas of concern, and ensure these are dealt with to your satisfaction.

If for example you work at heights as a large part of your role, this would be inadvisable for a pregnant woman, therefore would need to be avoided at all costs. If your employer is unable to find you suitable alternative work, then he/she must suspend you on full pay until such times as a role is found, or if necessary, it is time to commence your maternity leave.

You and your unborn baby are the most important people in the equation, and don’t let anyone tell you different.

Did you know you are even entitled to additional ‘rest breaks’ over and above your usual contracted break times? You can go and have a lay down if you need a rest?

This is why it’s important to do your homework, and be armed with the facts about your pregnancy rights, you will be pleasantly surprised!

Breastfeeding women must be provided with a private room in order to feed or express milk – this must not be in or near a toilet facility.

Once the risk assessment has been carried out, it is important you keep a copy. This will then form the foundation of your safety throughout the pregnancy, and it is vital that this is reassessed, and re-documented at intervals throughout your remaining time at work. As you get bigger, and less able, things that you could do at 15 weeks, may not be as easy at 30 weeks!

A risk assessment is a legal obligation of every employer.

Ante-natal appointments

One benefit of being pregnant, is that you are legally allowed to take as much time off as is required to attend ante-natal appointments, classes and any commitment relating to your pregnancy. Where possible it is important that you inform your employer in good time if you are going to be absent for whatever reason. Some employers may insist that you show proof of appointments, such as hospital letters and such like, it is their right to request this.

Sickness absence during pregnancy

For whatever reason, during pregnancy it may be necessary to be absent from work due to sickness. This may or may not be pregnancy related, but it is your right to have this time off, as it would be if you weren’t pregnant.

You can be subject to similar disciplinary actions if you do not follow existing sickness policies, however your employer cannot penalise you any more, because you are pregnant.
If you become unwell and require time off from 36 weeks gestation, your employer can request that you commence your maternity leave early (if for example you were not due to finish until 37 weeks).

Be aware that any pregnancy related sickness can affect your maternity benefits, so keep to a minimum where possible. If for example you have a problem that is likely to remain with you until the birth, your G.P may need to provide you with a letter or certificate to verify this. Always use your GP and Midwife as support mechanisms.

Preparing to leave work

The long awaited day is nearly upon you, and you are counting the weeks until you can finally put your feet up and start ‘nesting’.
Make sure you don’t leave preparations for your departure until the last few days, or even weeks, as many pregnancies can be unpredictable, and you may need to leave sooner than you anticipated.

Without adding any undue pressure to yourself, ensure that your ‘stand-in’ has all the necessary information they require, to step into your shoes, and make it clear that you will not be on hand to offer any help whilst you are off, so make sure they are clear on everything before you hand over the role!

Ensure that colleagues help you out as much as possible, often our memories as well as our bodies are significantly affected in the latter stages of pregnancy, so if people offer help, take it.
Make lists, leave notes, and ensure that email/telephone contacts are aware of your leaving day, so that they don’t leave work for you right up until the last minute.

Clear your desk over a period of days, rather than on the last day, as for many women the ‘finality’ of this can be quite overwhelming. It can be a strange feeling to think you are going to be away from your close friends, colleagues, and for some your ‘safety net’, for a lengthy period of time, so ease out gently.

Keeping in touch

Once you’ve left the ‘madhouse’ that you call work, you will no doubt be glad to see the back of the responsibility for a time. Once you have left, and during the time leading up to the birth, only make contact with your employer if you choose to do so. You are not obliged to do this.

On the birth of your new arrival, your partner, or a family member may wish to inform your employer on your behalf. Again, it is entirely your choice whether or not to do this.

In the months that you are off following the birth, you may decide to resume gentle contact, in a non-work related manner.
Depending on their employment role, some women choose to attend ‘keeping in touch days’ whereby they can ease back into their role gently in the months or weeks leading up to their return to work.

You can decide how or if you wish to do this, for example attending your place of work for half a day per month, or a day per week, but no more than 10 days in total.

If you choose to do this, your employer is obliged to pay you, at your usual rate of pay, and this is allowable additional to your ‘Statutory Maternity Pay’ (SMP).

If you choose to extend your maternity leave, over and above your planned return date, you must inform your employer no less than 8 weeks before the original return to work date. This must be submitted in writing.