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EMP24 Pol Maternity Leave Policy v1.4
Maternity Leave Policy
Version: Version 1.4
Document type: Policy
Document sponsor: Sheridan Flavin
Designation Human Resources
Document Author(s) Lyn Dutton
Designation(s) Human Resources
Approving Joint Negotiating and Consultative Committee
Committee/Group: JNCC
Ratified by: JNCC
Date ratified: 22nd
February 2016
Date active from: 26th
February 2016
Review date: February 2019
Target audience: All Trust Employees
If you require this document in a different format, please telephone the Patient Advice
and Liaison Service (PALS) on 01934 647216
EMP24 Pol Maternity Leave Policy v1.3
VERSION CONTROL SHEET
Version Number Issue Date Revisions from Previous Issues
1.2 30th
July 2012 Section 17
1.3 1st
March 2016 Section 4,8,11,18a,25,26,
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Contents
1. DEFINITIONS ............................................................................................................................................ 5
2. I’M PREGNANT. WHAT DO I NEED TO DO? ............................................................................................... 6
3. DO I QUALIFY FOR MATERNITY LEAVE? .................................................................................................... 6
4. HOW LONG IS MATERNITY LEAVE? ........................................................................................................... 6
5. HOW MUCH MATERNITY PAY WILL I RECEIVE? ......................................................................................... 7
6. WHEN CAN I START MY MATERNITY LEAVE? ............................................................................................ 9
7. WHAT’S THE LATEST DATE WHEN I CAN START MY MATERNITY LEAVE? .................................................. 9
8. How WILL MY MATERNITY AFFECT MY SALARY SACRIFICE AGREEMENT? .................................................. 9
9. HOW MUCH NOTICE SHOULD I GIVE BEFORE STARTING MY MATERNITY LEAVE? .................................. 10
10. DO I HAVE TO DECIDE HOW LONG I WANT MY MATERNITY LEAVE TO BE? ........................................ 10
11. WHAT ABOUT ANTE NATAL APPOINTMENTS AND ANNUAL LEAVE? .................................................. 10
12. WHAT HAPPENS WITH MY PENSION? ................................................................................................ 11
13. WHAT HAPPENS IF I AM ILL WHILST PREGNANT? ............................................................................... 11
14. WHAT IF MY BABY IS BORN EARLIER THAN THE 11TH WEEK BEFORE MY EWC? ................................. 11
15. CONTACT DURING MATERNITY LEAVE ............................................................................................. 122
16. KEEPING-IN-TOUCH DAYS ................................................................................................................ 122
17. CAN I UNDERTAKE PAID EMPLOYMENT WHILST ON MATERNITY LEAVE? ....................................... 12
18. WHAT ARE THE GENERAL ARRANGEMENTS FOR RETURNING TO WORK? ........................................ 133
18a DOES THE TRUST SUPPORT BREAST FEEDING OR EXPRESSING DURING WORKING HOURS? .............. 13
19. WHAT IF I DECIDE NOT TO COME BACK AFTER MY MATERNITY LEAVE? ............................................. 13
20. WHAT IF I DECIDE TO TAKE A CAREER BREAK FOLLOWING MY MATERNITY LEAVE…………………………13
21. WHAT IF I WANT TO EXTEND MY MATERNITY LEAVE? ....................................................................... 13
22. CAN I APPLY FOR PARENTAL LEAVE? ................................................................................................ 144
23. CAN I COME BACK AND WORK LESS HOURS IN A DIFFERENT JOB? ................................................... 144
24. CAN I APPLY TO WORK FLEXIBLY ON MY RETURN FROM MATERNITY LEAVE? ................................. 144
25. HOW CAN I FIND INFORMATION ABOUT CHILDCARE? ....................................................................... 14
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26. HOW CAN I FIND OUT MORE INFORMATION ABOUT THE TRUST’S ON-SITE NURSERY? ................... 155
27. WHAT HAPPENS IF SOMETHING GOES WRONG?.............................................................................. 155
28. HEALTH AND SAFETY ........................................................................................................................ 156
29. RADIATION ………………………………………………………………………………….………………………………………………….16
30. RATIFICATION .................................................................................................................................... 16
31. EQUALITY AND DIVERSITY ................................................................................................................ 167
32. MONITORING EFFECTIVENESS .......................................................................................................... 167
33. MY MATERNITY PLAN ........................................................................................................................ 17
EQUALITY IMPACT ASSESSMENT SCREENING TOOL ........................................................................................ 20
HEALTH AND SAFETY MATERNITY RISK ASSESSMENT .………………………………………………………………………..……… 22
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1. Definitions
EWC The expected week of childbirth – the week starting Sunday in which
it is expected the baby will be born.
SMP Statutory Maternity Pay – Paid by employers on behalf of the
Government.
QW The Qualifying Week for SMP – the 15th
week before the EWC
OML Ordinary Maternity Leave
AML Additional Maternity Leave
NIC National Insurance Contributions
LEL Lower Earnings Limit – is the level of weekly earning at which
entitlement to basic contributory benefits is secured
MA Maternity Allowance – A benefit which may be paid by the Benefits
Agency, to those who do not qualify for SMP
IB Incapacity Benefit
MAT B1 A certificate issued by a doctor or midwife confirming the expected
date of the baby’s birth which is normally given to you when you are
26 weeks pregnant.
FW8 Form from GP or Midwife which entitles you to free prescriptions and
dental care.
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2. I’m pregnant. What do I need to do?
Once you have had your pregnancy confirmed you need to tell your manger
and the maternity coordinator in the Human Resources department.
Your manager will carry out a risk assessment with you to assess the risk to you and your unborn baby in relation to your working environment and conditions. Please refer to the section at the back of this document for more information about Health and Safety.
3. Do I qualify for Maternity Leave?
You will be entitled to a period of Maternity Leave and the right to return to
work regardless of your length of service or the number of hours you work.
4. How long is Maternity Leave?
Maternity leave
All pregnant employees are entitled to take up to 26 weeks' ordinary maternity leave and up to 26 weeks' additional maternity leave, making a total of 52 weeks. This is regardless of the number of hours they work or their length of service. Additional maternity leave begins on the day after ordinary maternity leave ends.
The law obliges all employees to take a minimum of two weeks of maternity leave immediately after the birth of the child (four weeks in the case of factory workers).
Ordinary maternity leave – 26 weeks
During the period of ordinary maternity leave, your contract of employment continues in force and you are entitled to receive all your contractual benefits, except for salary which will be determined by the option of maternity leave you are entitled to. Annual leave entitlement (including public holidays) will continue to accrue; and pension contributions will continue to be made.
You must take any outstanding annual leave due before the commencement of ordinary maternity leave. You are reminded that holiday must be taken in the year that it is earned and therefore if the holiday year is due to end during maternity leave, you should take the full year's entitlement before starting maternity leave.
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Additional maternity leave – 26 weeks
During the period of additional maternity leave, your contract of employment remains in force but only some terms of the contract will continue to apply. Normal contractual benefits will be suspended and the only terms that apply during additional maternity leave are the following:
You are entitled to benefit from the Trust's implied obligation of trust and confidence.
You are entitled to receive your contractual notice period if
employment is terminated.
You are entitled to receive a redundancy payment in the event of redundancy.
The terms and conditions in your contract of employment relating
to disciplinary and grievance procedures will continue to apply.
You are bound by your implied obligation of good faith to the Trust.
You must give the Trust the notice provided for in your contract if you wish to terminate your employment.
You are bound by the terms in your contract relating to disclosure of
confidential information, the acceptance of gifts or other benefits and the restrictions on participation in any other business.
During additional maternity leave, annual leave (including public
holidays) will accrue under your usual terms of employment.
5. How much Maternity Pay will I receive?
This again depends upon how long you have been working for the NHS, and whether you intend to return to work for the NHS following your maternity leave.
If you have 52 weeks continuous NHS service by the 11th
week before your due date, and plan on returning to work for the NHS following your maternity leave you are entitled to Trust Maternity Pay (Option 1).
If you don’t plan on returning to work you will be entitled to Statutory Maternity Pay (SMP) (Option 2).
If you have 26 weeks continuous service by the 15th
week before your baby is due you will be entitled to SMP (Option 2).
If you do not have this service you will not be entitled to receive Maternity Pay, but will be entitled to Maternity Leave (Option 3)
Option 1 - Weston Area Health Trust Maternity Pay
As well as needing 52 weeks continuous NHS service by the 11th
week before your due date, you also need to agree to return to work for the NHS for at
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least 3 months following your maternity leave, and must return within one year (unless you are on an agreed career break).
You will receive the following maternity pay:
Weeks 1-8
Full pay* less the amount of any National Insurance benefits receivable.
Weeks 9-26Half pay* plus SMP and less the amount of any NI benefits receivable.
Weeks 27-39
SMP only
Weeks 40 – 52
Unpaid
Full pay* and half pay* will be calculated on the basis of your average weekly earnings, and will be based on the 8 week period 15 weeks before the EWC.
Maternity pay will be recalculated, and any arrears due paid if a retrospective award is subsequently notified.
If you change your mind whilst on Maternity leave and decide not to return to work then you will need to repay the Trust’s contributions to your maternity pay (not SMP).
Option 2 – Statutory Maternity Pay (SMP)
Statutory Maternity Pay (SMP) is paid by the Trust on behalf of the Benefits Agency.
If you are entitled to receive SMP it is paid at the following rate:
Weeks 1-6:At 90% of your average weekly earnings or at the LEL whichever is higher
Weeks 7-39:Lower rate SMP (please contact the payroll
department to confirm current rate)
Weeks 40-52: Unpaid
The Lower Earnings Rate is set by the Government (please contact the payroll department to confirm current rate)
Option 3 – Basic Maternity Leave
This option applies to you if you are not entitled to receive SMP, and provides for you to have 52 weeks unpaid maternity leave.
You are entitled to this option regardless of how long you have been employed in the NHS, and have the right to return to your job after your period of maternity leave.
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You may be entitled to receive Maternity Allowance or Incapacity Benefit, and will need to contact your local benefits office for further information. Our Payroll department will send you an SMP1 form which you will need to take with you to confirm that you are not entitled to SMP.
6. When can I start my Maternity leave?
The earliest that your maternity leave can start is 11 weeks before your EWC.
7. What’s the latest date when I can start my maternity leave?
There are currently no guidelines to say when you maternity leave should begin, but if you are off sick for a maternity related reasons 4 weeks before your due date, your maternity leave will automatically start.
Deciding when to leave work is obviously something that is very important for you to consider, as you need time to relax and prepare yourself, both physically and mentally for having a baby. You can decide when you want your maternity leave to start, but it is important to discuss this with your midwife and your manager, taking into consideration your job and its responsibilities.
Having a baby is a very special time, and you really should make the most of the time that you have before your baby is born. It is also worth remembering that only 5% of babies are born on their expected due date.
8. How will my maternity leave affect my Salary Sacrifice agreement?
Involvement in the salary sacrifice scheme will impact on Statutory and Occupational Maternity pay, as any payments are based on average earnings. Employees participating in this scheme who are expecting a child, are advised
to withdraw from the scheme prior to the 23rd
week before your baby is due
(or the 17th
week of pregnancy,) to allow the full salary to be taken into account during the maternity leave.
Salary sacrifice deductions taken from your salary will cease from the month in
which you commence maternity leave.
If the salary sacrifice is for the car parking, you will not be charged whilst you
are off. Please retain your car park permit, on your return to work, deductions
will start again.
If the salary sacrifice is for physical goods e.g. Cycles, Computers, Phones,
White Goods then the salary sacrifice deduction will stop, but you are still
liable to pay the balance.
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If you have chosen to return to work following maternity leave, we will write to
you offering a choice of either paying off the balance, or deferring it until your
return. If you defer payment, deductions will recommence on your return. If
you are not returning we will write to you asking for the balance of payments to
be made.
Salary sacrifice for the Honeytree Nursery will also cease, should you wish to
continue using the nursery you should arrange to pay the fees yourself during
your maternity leave. On your return to work you can arrange with the nursery
to resume your salary sacrifice arrangement.
If the salary sacrifice is for childcare voucher scheme this will stop from the
month you go on leave, and you will not receive vouchers. On your return to
work you will need to contact Fideliti to have the deductions reinstated.
9. How much notice should I give before starting my Maternity Leave?
Please notify us no later than the 15th week before your EWC (when you are 25 weeks pregnant), and have your MatB1 form.
10. Do I have to decide how long I want my maternity leave to be?
Yes, the maternity coordinator and your manager need to know how long you would like to take off of work. This can be any number of weeks from 2 to 52.
The other thing to bear in mind when considering how long you want to take off work, is that once you have given your return to work date it is not possible to extend the date once you are on maternity leave.
11. What about Ante Natal appointments and Annual Leave?
Your annual leave entitlement will continue to accrue during your maternity leave.
Your Midwife or Doctor will arrange for you to have regular check ups throughout your pregnancy to take good care of your health.
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You are allowed paid time off for ante-natal care regardless of your length of service or your hours of work, but these should be made around your working hours wherever possible.
Your Manager may want to see your appointment card when you attend ante-natal appointments. Please give as much notice as you can when attending ante-natal appointments so that your Manager can plan for your absence.
After your first appointment your Midwife or Doctor will give you a form entitling you to free prescriptions and dental care, which you will need to complete and return. You may also be entitled to a milk allowance.
12. What happens with my pension?
Your pension contributions will continue to be deducted from your salary whilst you are on paid maternity leave, but will be calculated on the maternity pay that you receive, not on your normal salary.
This changes however, when you are in the non paid part of your maternity leave. What happens then is that your pension contributions accrue, and you re-pay them when you start back to work. Once again they will be based upon your Maternity Pay, not your normal salary, and can be repaid over a period of time – normally over the same number of months that they accrued over.
If you would like to discuss your pension arrangements in more detail please telephone our Pensions department on 0845 2264790.
13. What happens if I am ill whilst pregnant?
Some women do experience ‘morning sickness/nausea’ during the first 3 months of pregnancy. If you have any problems during your pregnancy such as ‘morning sickness’ have a discussion with your Manager who will be able to help with your work arrangements. If you are ill at any other point the normal sickness absence procedures apply.
If you are ill wholly or partly due to your pregnancy after the 4th week before your EWC, your Maternity Leave may start automatically.
14. What if my baby is born earlier than the 11th week before my EWC?
Your Maternity Leave will start automatically the day your baby is born.
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15. Contact during maternity leave
Shortly before your maternity leave starts, your manager will discuss the arrangements for keeping in touch during your leave, should you wish to do so. Weston Area Health Trust reserves the right in any event to maintain reasonable contact with your from time to time during your maternity leave. This may be to discuss your plans for returning to work, to discuss any special arrangements to be made or training to be given to ease your return or simply to update you on developments at work during your absence.
16. Keeping-in-touch days
Except during the first two weeks after childbirth (four weeks in the case of factory workers), you can agree to work (or attend training) for up to 10 days during either ordinary maternity leave or additional maternity leave, without that work bringing the period of your maternity leave to an end and without loss of a week’s SMP. These are known as ‘keeping in touch’ days. Any work carried out on a day shall constitute a day’s work (pro rata) for these purposes.
You are by no way obliged to carry out any request to work or to attend a training event and your manager has no obligation to invite you to undertake such activity. Any work undertaken, including the amount of salary paid for any work done on keeping in touch days, is entirely a matter for agreement between your line manager and you. Any keeping-in-touch days worked do not extend the period of maternity leave. Once the keeping-in-touch days have been used up, you will lose a week’s SMP for any week in which you agree to work for the Trust.
Any payment from keeping in touch days will be paid to you in full, in the first month’s pay after you return from your maternity leave. Should you decide not to return to work following maternity leave these payments will be paid to you in full in your final pay. You may wish to agree to have these keeping in touch days paid to you through additional annual leave in place of payment. Like payments this should be agreed with your line manager in advance.
17. Can I undertake paid employment whilst on Maternity Leave
With the exception of ‘Keeping in Touch Days’, no other form of paid employment should be undertaken whilst on maternity leave: SMP and Trust contributions to your maternity pay will be affected should you choose to undertake paid employment, either for the Trust or any other employer, whilst receiving Trust maternity pay and/or SMP. Breach of this policy may be considered fraud and will be dealt with under the Trusts Disciplinary Policy.
If an employee has a second job with another employer at commencement of Trust Maternity leave, any ‘Keeping in Touch Days’ worked for the second employer will not affect Trust Maternity pay.
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18. What are the general arrangements for returning to work?
You can choose to return to work as long as you are sufficiently fit and well, but you can’t return for at least 2 weeks after your baby is born because of Statutory Regulations. This ‘enforced ’period of leave is called Compulsory Maternity Leave (CML)
If you should decide to return to work earlier than the date you originally advised us of, please give us and your manager 8 weeks notice of your intention return to work.
Your manager will contact you approximately 1 month before you are due to return in order to ensure they can complete and return the relevant paper work to notify payroll of your return to work date.
18a. Does the Trust support Breastfeeding or Expressing during working Hours?
The Trust is keen to support breast feeding and will provide a private and hygienic place for mothers who are still breastfeeding or expressing milk when returning to work following maternity leave. However, breaks for breast feeding or expressing will be unpaid and should be discussed with your manager. To make arrangements to access the breast feeding facility, please contact the Midwifery Matron on Ashcombe Ward, who will be happy to help.
19. What if I decide not to come back after my Maternity Leave?
If you are on option 1 and do not return to work or resign within the first 3 months of your return to work, you will be liable to repay the Trust contributions to your Maternity Pay.
If you decide not to return to work please give us as much notice as possible about any changes to your Maternity Leave arrangements.
20. What if I decide to take a career break following my Maternity leave?
If, following your Maternity leave you choose to take a career break under the terms of the Trust’s Leave policy, you must return to work at the end of your career break for a period of at least 3 months in order to retain your entitlement to Trust Maternity Pay. If you have been in receipt of Trust Maternity Pay and fail to do so, you will be liable to repay the Trust contributions to your Maternity Pay.
21. What if I want to extend my maternity leave?
If when you went on maternity leave you didn’t opt to take your full maternity
leave entitlement ( 52 weeks), but then decide once you have had your baby
that you want to take your maximum entitlement you will need to discuss this
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with your manager, as once you have agreed your return to work date this cannot be extended.
If the above doesn’t apply to you, or you wish to take longer off of work to care for your child you will need to apply for a Career Break, which can be any length of time between 3 months and 3 years. You will need to discuss this with your manager as soon as possible, and complete an application form. Your manager will then let you know whether they are able to agree to your career break. For more information please refer to the career break policy.
22. Can I apply for Parental Leave?
Yes, an employee (female or male) who has a baby or adopts a child and has completed 12 months continuous service with the Trust or NHS will be eligible to request unpaid parental leave.
Please refer to the Parental Leave policy for further information.
23. Can I come back and work less hours in a different job?
A woman’s right to return is generally to return to the same job on the same terms and conditions as if she had not been absent, which includes returning to work on the same hours. If you have any particular needs that will help you to return to work, such as changing your hours on a temporary or permanent basis, then you should arrange a time to discuss these with your Manager well in advance of your return to work.
We would like you to return to work and will endeavour to accommodate your changing needs. However, there are situations where sound business reasons will mean we are unable to agree to a particular request.
24. Can I apply to work flexibly on my return from maternity leave?
Yes, you can apply for flexible working providing you have at least 26 weeks service. Please be aware that an application for flexible working does not guarantee your request will be agreed.
Please refer to the Flexible Working Policy for more information.
25. How can I find information about Childcare?
Honeytree on-site Day Nursery and Pre-School is open Monday to Friday from 8 a.m. to 6 p.m. and can accommodate children from age 6 weeks to 5 years.
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Childcare Link is a telephone service providing free childcare information on help with childcare costs, free nursery education places, pre-school playgroups, information about childminders and lots more.
The telephone numbers are:
North Somerset 01275 888778
Somerset 03001232224
Bristol 0117 3574192
It also has a website address: http://www.childcarelink.gov.uk
26. How can I find out more information about the Trust’s On-Site Nursery?
To contact Honeytree Day Nursery and Pre-School
Call 01934 414474
Email [email protected]
Visit the website www.thehoneytree.co.uk
27. What happens if something goes wrong?
When a pregnancy ends in still birth after 24 weeks of pregnancy, it is obviously a very distressing time and plenty of rest and care are needed. For this reason, anyone who suffers such tragic circumstances will be entitled to exactly the same rights and benefits as if the pregnancy had progressed to a happier conclusion.
The loss of a baby is equally distressing before the end of 24 weeks pregnancy. However, the law regards such a loss as a “miscarriage” rather than a still birth. We are therefore not able to pay SMP or grant Maternity Leave, although we will give as much help and support as possible to assist with recovery back to normal health.
28. Health and Safety
It is essential that you inform your manager and HR at the earliest opportunity to enable a maternity risk assessment to be carried out.
We have the general hazards that are present in most workplaces and the home, which you need to be aware of. These include:
Lifting and carrying which may become more difficult as your
shape changes.
Heat which your body may become less able to cope with as the pregnancy progresses.
Becoming tired more quickly and the need to take more rest as
your baby grows.
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If you start to experience any of the problems above, talk them through with your Manager who will discuss with you how to temporarily adjust your job to reduce the problem. Where appropriate the Trust may also seek the opinions of the Trust’s Occupational Health and Safety Physician.
You will be able to continue to work in your present job unless a risk assessment identifies that tasks associated with your job could be detrimental to you or your unborn baby’s health. The Trust will make every effort to identify alternative duties, or an alternative role that does not place you or your baby at risk. The Trust will, except where it is not reasonably practicable, provide alternative work for which you will receive your normal pay. The alternative duties will be reviewed regularly until you commence maternity leave.
29. Radiation
The dose limit for the abdomen of a pregnant woman who is at work is laid down in schedule 4 of the Ionising Radiation regulations, 1999. This relates to the dose during the declared term of pregnancy and it is the duty of all employees who are or, think they may be pregnant, to inform the operator before a potential exposure to ionising radiation is made.
Employees, who by the nature of their job, normally work with ionising radiation, must inform the Radiation Protection Supervisor for their area of work as soon as they think they are pregnant. The Supervisor will contact the Radiation Protection Advisor who will look at the nature of their work and advise accordingly.
30. Ratification
This policy had been ratified by the JNCC. (Joint Negotiating Committee
Council.)
31. Equality and diversity
This policy has been written in line with National Employee Legislation and applies equally to all staff.
32. Monitoring effectiveness
The Human Resources Department will provide regular updates covered in this policy to the Trust Board.
This policy/procedure may be reviewed at the request of management or the recognised Trade Unions by giving 4 weeks notice of the request and the reason(s) for the review. EMP24 Pol Maternity Leave Policy v1.3 Next Review February 2019 Page 16 of
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33. My Maternity Plan
What do I need to do? When My Notes
Inform your Manager and the maternity When
coordinator (ex 3060) that you are confirmed
pregnant (your Manager will want to see
Form FW8)
Let your Manager know the dates of Please give
your ante-natal appointments so they as much
can plan for your absence (your notice as
Manager will want to see your possible
appointment card)
Contact the maternity coordinator to When
discuss your maternity rights and confirmed
entitlements, and generate a risk
assessment to be completed with your
manager.
Ask your Doctor or Midwife for your When you are
MAT B1 certificate so you can claim about 25
Maternity Pay weeks
pregnant
When you have your MatB1, discuss By the 25th
your maternity start and return date with week of
your manager. pregnancy
Contact the maternity coordinator to
arrange a meeting, this is to confirm
your dates and raise the required
paperwork to generate your maternity
pay. Take your MatB1 to the meeting .
receive a letter and change from the As soon as
maternity coordinator, this should be you receive
checked carefully, the change form your letter
must be signed by you and your and change
manager, then returned to the maternity form
coordinator at the earliest opportunity.
Begin your Maternity Leave (remember
the earliest you can start Maternity
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Leave is the 11th week before your
EWC).
The Big Event- your baby is born!
Please let us know the date of your
baby’s birth.
Please keep in contact with your
manager and let them know if you wish
to discuss your return to work after your
Maternity Leave.
If you want to return to work before the 8 weeks
end of your agreed Maternity Leave, written notice
contact your Manager and the maternity of the date you
coordinator giving 8 weeks written would like to
notice of the date you would like to return to work.
return to work.
Your manager will contact you 2 2 months
months before your return to work date prior to your
to confirm your return to work return to
arrangements and generate a change work
forms to confirm your return date with
payroll.
To be completed by Document Sponsor/Authors AND/OR Chair of the “Ratifying” Group
Action Yes /
Comments
No
a) Initial development
Are the reasons for development of the document clear? Yes
Has appropriate expertise contributed to the writing of the document? Yes
Has appropriate national guidance / research evidence informed production of Yes
the document?
b) Consultation
Has consultation involved all staff groups that will have a role in working to it? Yes
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Action
Yes / Comments
No
Have key specialists (e.g. Infection Control, Health & Safety, Training) been Yes
involved to consider impact on patient or staff safety?
If there is an impact on staff, has consultation involved the Joint Staff Yes
Committee?
Key staff (groups / individuals) contributing to the development via consultation:
The Trust Executive, Divisional Directors, Clinical Leads, General Managers, Joint Staff Committee
and the Integrated Governance Team
Are the statements forming the main body of the document clear and
Yes
unambiguous?
Are supporting documents adequately referenced? Yes
The core relevant literature must be accurately listed
Are monitoring and audit arrangements to measure compliance clearly set out, Yes
in line with the Trust policy?
Ratifying Group/Committee Approval
If the committee is happy to ratify this document, please sign and date this form and
- Inform the Document Sponsor and Author
- Inform the Head of Integrated Governance and supply the final version electronically for publication on the Trust database for procedural documents
It is the Chair’s responsibility to ensure that unnecessary delay is avoided in communicating the outcome as above.
Name of Ratifying Group / Committee JNCC
Name of Chair Sheridan Flavin Date 22nd
February 2016
Signature
For advice on completion of this form please contact the Integrated Governance Team
Equality Impact Assessment Screening Tool
This document must be completed in respect of any new or major change to Trust Policy or Procedure and must be attached when submitted to the appropriate ratification committee for approval.
Yes/No Rationale
2. Does the policy/guidance affect one group No less or more favourably than another on the
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EMP24 Pol Maternity Leave Policy v1.3
basis of:
Age No
Disability No
Gender No Covered by relevant legislation
Gender Reassignment No
Marriage and Civil Partnership No
Pregnancy and Maternity No
Race No
Religion or Belief No
2. Is there any evidence that some groups are Yes Men as the policy does not affected differently? apply to them
3. If you have identified potential Yes discrimination, are there any exceptions
valid, legal and/or justifiable?
4. Is the impact of the policy/guidance likely to No be negative?
5. If so can the impact be avoided? NA
6. What alternatives are there to achieving the NA policy/guidance without the impact?
7. Can we reduce the impact by taking NA different action?
Comments
8. Actions identified following NA screening process
9. Screening identified a full NA impact assessment.
Date of Assessment Signature:
If you have identified a potential discriminatory impact of this policy/procedure, please refer it the appropriate Director in the first instance, together with suggested actions required to avoid/reduce this impact.
For advice in respect of answering the above questions, please contact the H.R department.
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EMP24 Pol Maternity Leave Policy v1.3
HEALTH AND SAFETY RISK ASSESSMENT FOR NEW AND EXPECTANT MOTHERS AT WORK
These guidelines are intended to assist managers in identifying potential risks to Mothers before and after the birth of their child. Further information can be obtained
from the Occupational Health Department.
GUIDELINES TO SUPPORT RISK ASSESSMENT
Aspects of Pregnancy Factors in work Risks Identified / Action to be taken
Morning sickness Early shift work
Exposure to strong or
nauseating smells/poor
ventilation
Travel/transport
Frequent breaks
Regular snacks
Backache Standing/manual
handling/posture
Manual handling co-ordinators
Varicose Veins/other Prolonged standing/sitting
circulatory
problems/hemorrhoids
Rest and welfare Regular nutrition
Frequent urgent visits to Proximity/availability of
the toilet rest/washing/eating/drinking
Comfort
facilities
Hygiene
Difficulty in leaving job/site
Increasing size Use of protective
Dexterity, agility, co- clothing/work equipment.
Work in confined areas/at
ordination, reach may be heights
impaired because of Postural demands. Bending
increasing size over /reaching
Utilise manual handling co-
ordinators
Problems working in restricted
spaces
Fatigue/stress Overtime
Evening/night work
Lack of rest breaks
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EMP24 Pol Maternity Leave Policy v1.3
Excessive hours
Pace/intensity of work
Emotional changes
Balance Problems working on
(also relevant to breast slippery/wet surfaces
feeding mothers) Centre of gravity
SPECIFIC HAZARDS
Hazard Factor in work Risks Identified / Action to be taken
Physical Agents: Avoid accompanying patients
Ionising radiation undergoing x-ray procedures
Extreme Heat: Discuss individual
Less tolerant to heat environment e.g. long periods
Prone to fainting in theatre or isolation rooms. Breastfeeding impaired by
heat dehydration
Biological agents Discuss control of infection
Hep B;Hep C measures e.g. handwashing,
HIV laundry, PPE Herpes
Chicken Pox
Toxoplasmosis Immunity awareness Cytomeglaovins
TB
Syphilis Avoid contact with known
Typhoid infected patients Parvovirus
Rubella Chemical Agents Discuss COSHH assessments
Gases Awareness of policies
Drugs guidelines applicable to own
Mercury area.
Cytotoxic drugs Avoid contact with spilt
mercury
Scavenging systems
Strongly recommend
removing from activity
involving cytotoxic drugs or
patients receiving such.
PPE
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EMP24 Pol Maternity Leave Policy v1.3
Avoid contact with anaesthetic gases including exhaled air from post operative patients
WORKING CONDITIONS
Hazard Factors in work Risks Identified / Action to be taken
Manual handling of loads Trust minimal handling policy
Pregnancy Avoid, assess, action
Post delivery Use handling aids
-caesarean sections Utilise M&H Co-ordinators
Discuss temp limitations
-breastfeeding Facility available
Movements and posture Awareness of hormonal
influences on ligaments
Avoid long periods of static
posture
Avoid heights e.g. step
ladders
Awareness of need for more
workspace or need to adapt
work style
Travelling Discuss and advise self
Fatigue assessment Vibration
Stress
Static posture
Discomfort
Accidents
Working with display Discuss awareness of policy
and personal responsibility for
screen equipment (VDU’s) checking and monitoring
Risk is negligible to mother equipment, reporting faults.
and foetus
Employees Name……………………………………………………………………
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EMP24 Pol Maternity Leave Policy v1.3
Date assessment carried out………………………………………………………
Managers signature………………………………print name……………………...
Employee Signature……………………………...print name………………………
(One copy to be retained in the department, one copy to be sent to HR for retention on the personal file).
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