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HCS130-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 outline how {{org_field_name}} supports new and expectant mothers in the workplace, ensuring their health, safety, and well-being while maintaining compliance with Care Inspectorate Scotland regulations and employment law. This policy provides guidance for managers, HR staff, and employees on managing pregnancy, maternity leave, returning to work, and creating a supportive and inclusive work environment.

This policy ensures compliance with:

2. Scope

This policy applies to:

This policy covers:

3. Responsibilities

Management Responsibilities

Managers are responsible for:

HR Responsibilities

The HR team is responsible for:

Employee Responsibilities

Expectant and new mothers are responsible for:

4. Risk Assessments and Workplace Adjustments

4.1 Conducting a Risk Assessment

As soon as an employee notifies {{org_field_name}} of their pregnancy, a pregnancy risk assessment must be conducted to identify and mitigate any risks. The risk assessment will consider:

If significant risks are identified that cannot be mitigated, the following options will be considered:

  1. Adjusting work tasks (e.g., reducing manual handling responsibilities).
  2. Offering alternative duties within the employee’s skillset.
  3. Providing additional rest breaks or flexible working hours.
  4. Paid suspension on health and safety grounds if no alternative work is available.

4.2 Reasonable Adjustments for Pregnant Employees

To ensure the well-being of expectant mothers, {{org_field_name}} will implement the following reasonable adjustments where necessary:

5. Maternity Leave and Pay Entitlements

5.1 Maternity Leave

All eligible employees are entitled to 52 weeks of maternity leave, consisting of:

Employees must take at least 2 weeks’ leave after childbirth (or 4 weeks for factory workers).

5.2 Maternity Pay

Employees may be eligible for Statutory Maternity Pay (SMP) if they:

SMP is paid for 39 weeks as follows:

If an employee does not qualify for SMP, they may be eligible for Maternity Allowance through Jobcentre Plus.

6. Returning to Work and Flexible Working Requests

6.1 Notice Period for Returning to Work

Employees returning after 52 weeks of maternity leave do not need to give additional notice. However, if they wish to return earlier, they must give at least 8 weeks’ notice.

6.2 Right to Return to the Same Job

Employees returning within 26 weeks are entitled to return to the same role. If returning after more than 26 weeks, they must return to the same or an equivalent role with the same pay and conditions.

6.3 Flexible Working Requests

Employees can request flexible working arrangements, including:

All flexible working requests will be considered in line with business needs and operational requirements.

7. Breastfeeding Support in the Workplace

{{org_field_name}} supports breastfeeding employees by:

Managers will work with employees to ensure breastfeeding arrangements meet both their needs and workplace requirements.

8. Protection Against Discrimination

It is unlawful to discriminate against employees because of:

Employees experiencing discrimination should report concerns through the grievance procedure.

9. Related Policies

This policy should be read alongside:

10. Policy Review

This policy will be reviewed annually or sooner if:

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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