DC160-Supporting New and Expectant Mothers in the Workplace Policy

Registration Number: {{org_field_registration_no}}

Supporting New and Expectant Mothers in the Workplace Policy

1. Purpose

The purpose of this policy is to ensure that new and expectant mothers in our domiciliary care organisation receive the necessary support, protection, and accommodations to maintain their health, safety, and well-being while balancing their work responsibilities. This policy ensures compliance with the Equality Act 2010, Health and Safety at Work Act 1974, and Maternity and Parental Leave Regulations 1999, promoting a safe and inclusive working environment.

{{org_field_name}} is committed to providing a flexible, fair, and supportive approach to maternity-related matters, ensuring that all employees are treated with dignity and respect during their pregnancy, maternity leave, and return to work.

2. Scope

This policy applies to:

All employees who are pregnant, have recently given birth, or are breastfeeding.
Line managers, HR personnel, and senior management, ensuring consistent application of maternity-related procedures.
Colleagues and teams, fostering an inclusive and supportive work culture.
Third-party contractors and agency workers, where applicable.

It covers:

Health and safety risk assessments.
Maternity leave, pay, and statutory entitlements.
Adjustments to working conditions.
Breastfeeding and facilities support.
Return to work planning and flexible arrangements.
Protection against discrimination and unfair treatment.

3. Legal and Regulatory Framework

This policy aligns with the following legislation and regulations:

Equality Act 2010 – Protection against pregnancy and maternity discrimination.
Health and Safety at Work Act 1974 – Ensuring workplace safety for pregnant and breastfeeding employees.
Maternity and Parental Leave Regulations 1999 – Setting out maternity leave entitlements.
Employment Rights Act 1996 – Governing employment protections and parental rights.
Workplace (Health, Safety, and Welfare) Regulations 1992 – Requiring suitable facilities for expectant and new mothers.

4. Health and Safety Risk Assessments

{{org_field_name}} ensures that pregnant and new mothers are protected from workplace risks through:

Initial Risk Assessments: Conducted upon notification of pregnancy to identify any workplace hazards.
Ongoing Monitoring: Regular risk reviews as pregnancy progresses and post-birth if required.
Reasonable Adjustments: Adjusting duties, shift patterns, or work locations where necessary.
Avoiding Harmful Exposures: Limiting physical exertion, hazardous substances, and prolonged standing.

If a risk cannot be eliminated, alternative work arrangements or paid leave may be considered to protect the employee’s health.

5. Maternity Leave, Pay, and Statutory Entitlements

Employees are entitled to:

Statutory Maternity Leave: Up to 52 weeks (26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave).
Statutory Maternity Pay (SMP): Payable for up to 39 weeks, subject to eligibility.
Antenatal Appointments: Paid time off for antenatal care, including scans and medical check-ups.
Keeping in Touch (KIT) Days: Employees can work up to 10 days during maternity leave without affecting SMP.

Our HR team provides guidance on eligibility, statutory entitlements, and company maternity benefits.

6. Adjustments to Working Conditions

To support pregnant and new mothers, we offer:

Flexible Work Schedules: Adjusted shift patterns, reduced hours, or remote work where feasible.
Modified Duties: Temporary reassignment of physically demanding tasks.
Additional Breaks: Allowing extra rest periods for comfort and well-being.
Workplace Ergonomics: Providing suitable seating, workstation adjustments, and mobility support.

7. Breastfeeding and Facilities Support

{{org_field_name}} is committed to creating a breastfeeding-friendly workplace, ensuring:

Private, hygienic spaces for expressing milk (not toilets).
Flexible break arrangements for breastfeeding mothers.
Refrigerated storage options for expressed milk.
Support from managers to facilitate a comfortable return to work.

8. Return to Work Planning and Flexible Arrangements

To ease the transition back to work, we offer:

Phased Returns: Gradual return-to-work plans, such as reduced hours or flexible schedules.
Role Adjustments: Temporary modifications to duties if needed.
Job Security and Protection: Employees retain the same job or an equivalent role post-maternity leave.
Parental Leave Options: Consideration for shared parental leave, unpaid parental leave, or flexible working applications.

9. Protection Against Discrimination and Unfair Treatment

We ensure that:

Pregnant employees and new mothers are not discriminated against.
Opportunities for career progression and training remain available.
Employees on maternity leave are included in workplace updates and consultations.
All complaints of unfair treatment are handled seriously and confidentially.

Any concerns regarding discrimination or unfair treatment can be raised through HR or formal grievance procedures, with full protection under Equality Act 2010.

10. Training and Awareness for Managers and Staff

To ensure compliance and support, we provide:

Training for managers on legal obligations and best practices.
Workshops on inclusive workplace culture and maternity rights.
Clear documentation and accessible HR guidance for expectant employees.
Regular policy reviews to align with legal and industry best practices.

11. Monitoring, Review, and Policy Updates

To maintain high standards of support, {{org_field_name}}:

Conducts regular staff satisfaction surveys regarding maternity support.
Reviews risk assessment outcomes and workplace accommodations.

Ensures this policy is reviewed annually or in response to legal updates.

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}}
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