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).
