Top 10 Tips For Pregnant Employees
Employment Advice For Pregnant Employees
Below our specialist employment solicitors explain their top 10 tips for pregnant employees.
Top 10 Tips For Pregnant Employees
- Inform Your Employer – You must give your employer notice that you are pregnant at least 15 weeks before the expected week of confinement to be eligible for maternity leave and pay. You must also provide them with a certificate (usually in the form MAT1) which will be completed by your medical practitioner confirming the expected week of confinement if requested to provide one. If you are eligible for Statutory Maternity Pay (SMP) you must also give at least 28 days notice of the date that you expect SMP to begin.
- Risk Assessment – Your employer must undertake a risk assessment in the workplace to ensure there are no specific risks to you as a pregnant employee, and if risks are identified they must take reasonable steps to eradicate those risks.
- Paid Time Off – You are entitled to paid time off to attend ante-natal care appointments, but your employer can refuse you time off where it is reasonable for them to do so. Your employer can ask for evidence of the appointments (apart from the very first appointment). The amount of time you can have off is a “reasonable” amount of time to attend the appointment.
- The father of the child also has the right to time off to attend up to two ante-natal care appointments.
- Must be Treated Lawfully – As a pregnant employee your employer cannot lawfully treat you differently or less favourably because you are pregnant and if they do you may have a claim for discrimination.
- Maternity Leave – If you decide to take maternity leave you will continue to accrue holidays which you can taken when you return to work, even if this is in the next holiday year.
- Paternity Leave – The father of the chid might also be eligible to take two weeks’ paid paternity leave, provided he is an employee and subject to having a minimum length of service and providing notice to his employer.
- ‘Keeping in Touch’ Days – You have the right to use up to 10 ‘keeping in touch’ days which means you can work for your employer employer, including attending training, meetings etc whilst remaining on maternity leave without losing your right to SMP.
- Risk of Redundancy – If a redundancy situation arises when you are on maternity leave and you are at risk of being made redundant, your employer must give you preferential treatment in respect of any alternative roles that are available.
- Contract of Employment – If you usually work full time, you do not have the automatic right to return to work part time. Any change to your hours must be agreed by your employer and this will be a permanent change to your contract of employment.
Specialist Employment Solicitors
Morrish Solicitors are well-established Law Firm based in West Yorkshire. We offer our legal services nationally to private clients, Trade Unions, Associations and their members. Our team of employment solicitors can help you on a range of matters including pregnancy and maternity rights.
If you’d like to speak to a member of our employment team please call us on 033 3344 9603 or simply email [email protected] with your request.
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This Fact Sheet is for information only and is not intended to be a substitute for legal advice.
