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CHW160-Supporting New and Expectant Mothers in the Workplace Policy

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Supporting New and Expectant Mothers in the Workplace Policy

1. Purpose

The purpose of this policy is to ensure that new and expectant mothers employed at {{org_field_name}} are supported, protected, and treated with dignity, fairness, and respect throughout their pregnancy, maternity leave, and return to work. This policy is in line with current CIW regulations under the Regulation and Inspection of Social Care (Wales) Act 2016, the Management of Health and Safety at Work Regulations 1999, the Equality Act 2010, and the Maternity and Parental Leave etc. Regulations 1999.

The policy sets out how {{org_field_name}} ensures compliance with employment legislation while fostering a supportive environment that safeguards the well-being of both the employee and the unborn or breastfeeding child.

2. Scope

This policy applies to all staff who are pregnant, have recently given birth, or are breastfeeding. It includes permanent, temporary, and fixed-term employees, and applies equally to those working full or part-time. It also applies to line managers and HR personnel who are responsible for implementing support measures.

3. Related Policies

This policy should be read alongside the following:

4. Policy Statement and Implementation

A. Notification and Early Support
Employees are encouraged to inform their line manager or the Registered Manager as early as possible about their pregnancy. This enables us to put in place necessary protections and support mechanisms from the outset. Once the pregnancy has been formally disclosed, the manager will provide a copy of this policy, explain entitlements, and offer reassurance that all conversations will be treated with discretion and sensitivity.

We aim to create an open culture where staff feel supported to share their pregnancy without fear of discrimination or negative impact on their role or progression.

B. Risk Assessment and Workplace Adjustments
Upon notification of pregnancy, a pregnancy-specific risk assessment is carried out in line with the Management of Health and Safety at Work Regulations 1999 and CHW18. This risk assessment considers:

The assessment is reviewed regularly, particularly if work duties or the pregnancy progress significantly. Appropriate adjustments are made to duties, hours, or environment to eliminate or reduce risks. If adjustments are not possible, alternative duties or a temporary suspension on maternity grounds may be provided in accordance with the law.

C. Maternity Leave and Pay
We ensure compliance with statutory and contractual maternity rights, including:

Employees are provided with a clear written statement outlining their maternity entitlements, timelines for notification of leave, and procedures for returning to work. {{org_field_name}} ensures that maternity leave does not disadvantage the employee in terms of pay progression, holiday accrual, or access to training opportunities.

D. Ante-Natal Appointments
All pregnant employees are entitled to reasonable paid time off to attend ante-natal appointments, including medical and midwifery visits, as well as antenatal classes if recommended by a health professional. Line managers will accommodate this flexibly and ensure no employee is penalised for attending essential health appointments.

E. Breastfeeding and Return to Work Support
On returning to work, employees who are breastfeeding are supported through practical arrangements including:

Return-to-work discussions are held in advance of the employee’s return to review any new or ongoing needs, potential changes to duties, and phased return options. We support part-time return, flexible scheduling, and additional welfare checks to ease the transition back into work.

F. Emotional Well-being and Mental Health Support
Pregnancy, birth, and the postnatal period can be emotionally and physically challenging. {{org_field_name}} is committed to safeguarding staff well-being and mental health. Support may include:

All staff and line managers are trained to be sensitive to perinatal mental health issues, including postnatal depression and anxiety, and to respond in a supportive, non-judgemental manner.

G. Equality and Non-Discrimination
In accordance with the Equality Act 2010 and CHW30 – Equality, Diversity, and Inclusion Policy, we do not tolerate any form of discrimination, harassment, or victimisation against employees due to pregnancy, maternity leave, or parental responsibilities. Employees are protected from unfavourable treatment in recruitment, promotion, job assignment, or dismissal.

Any concerns raised by new or expectant mothers will be investigated promptly and addressed using the Disciplinary and Grievance Policy (CHW31).

H. Staff Awareness and Management Training
All line managers and team leaders receive training to understand their responsibilities towards pregnant and returning employees. This includes awareness of:

All staff are encouraged to foster a culture of inclusivity and respect.

I. Continuity of Care and Staffing Planning
To ensure that maternity leave or adjustments do not disrupt the quality or continuity of care for residents, the Registered Manager, in conjunction with HR, oversees staffing plans that include:

These measures ensure that our care standards remain consistently high, while also upholding the rights and well-being of pregnant employees.

5. Policy Review

This policy will be reviewed annually or earlier in response to changes in employment legislation, CIW guidance, or business needs. Any updates will be shared with all staff, and training materials will be revised accordingly.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.

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