Feature: Pregnancy in the workplace

Don’t sit on that chair!
New Frontiers looks at pregnancy, its effect on the workplace, legislation and women returning to work.

Do you have a ‘chair’, which explains why your company is experiencing a baby boom? “Companies are always joking that a chair is somehow responsible” laughs Julia Feuell, Managing Director of New Frontiers, whose ‘chair’ produced three beautiful bouncing babies last year! “We’ve certainly been expanding ‘organically’” she added “ and I’m pleased all our ladies have returned to work for us.”

Having been through two pregnancies herself, Julia knows that employers must be sensitive and supportive both during pregnancy and particularly after the baby is born in order to avoid losing some of the industry’s best people. “It is an anxious time, particularly for ‘first time’ parents. Some people sail through pregnancy, whilst others find it tough going. Having a new born baby is a shock to anyone’s system!”

Julia found, quite surprisingly, that all her ladies were working even harder. “ Demi Hadjipetrou, suffered from a rare condition, which meant that she couldn’t move without great pain. However instead of staying at home when she was almost nine months pregnant, she insisted on coming in to work with the use of crutches!” Although, many women don’t want to be treated ‘as special’, there is increasing legislation out there, which employers need to keep up with.

It is important that health and safety assessments are made regularly as pregnancy progresses. Is her posture at the desk accommodating the growing ‘bump’? Is she using an old VDU, which could be harmful? “In the later weeks of my pregnancy, Julia nagged me to keep my feet up under the desk, but I’m sure this helped me to work almost up to the last minute.” Said Tracey Sweeney, Manager of New Frontiers Tour Operations Division.

During early pregnancy, employers are entitled to receive a certificate confirming the pregnancy. Time off must now be given for both parent craft classes as well as antenatal appointments regardless of the length of service. Usually photocopies of appointment cards keep everyone communicating.

All pregnant women are entitled to 18 weeks maternity leave irrespective of their length of service or hours of work. This leave is expected to be extended to 26 weeks in April 2003. Maternity leave can commence any time after the 11th week before the expected week of childbirth. If she has worked continuously for more than a year, she will be entitled to a further 29 weeks leave when the baby is born – taking the maximum leave to 40weeks. During this period, the employee benefits from the normal contractual terms and conditions of employment she has been enjoying. Your local contributions agency can send you an SMP checklist and worksheet to explain how to pay, record and get back SMP. All records must be kept for three years after the end of the tax year to which they relate. After this period, the employee is entitled to return to the same post, which is no less favourable than the post held prior to leaving. Don’t forget men are entitled to two weeks leave (currently unpaid) and all parents are now entitled to 13weeks unpaid parental leave per child up to the age of 5. Watch this space for further details!

Indeed, if you wish to receive further advice about maternity/ paternity leave or any other aspect of employment law and the procedures you must follow, New Frontiers have arranged for their clients to receive a free consultation and procedures check from a top HR Consultancy. Simply contact Morag Meldrum on 0845 202 2222 to arrange a convenient time.

Since many women decide to return to work after having a baby, this has increased business for the temporaries market. “Many of our temps cover maternity leave either on an hourly paid basis or on a fixed term contract. These highly experienced temps can be trusted to handle many complex duties, whilst covering the maternity leave period and can be counted on to give an effective hand over at the end. Indeed many of our temps are working parents themselves enjoying the flexibility of assignments!”

Julia Feuell feels that it’s important to help encourage mothers to think about childcare BEFORE they take their maternity leave. She explained “when I had my second son, Jonathan, I felt much more prepared. I interviewed nannies and childminders whilst I was pregnant and found the whole business much less emotional. When you have your baby in your arms, it can feel as if there isn’t anyone else who can take care of them well enough. It is this overwhelming sense of helplessness, which I feel, contributes to the reasons why some women simply feel they can’t return to work even though they want to.”

New Frontiers is currently developing a working parents page in their website www.job-in-travel.com giving helpful tips and links to useful sites to help working parents. Their website also contains useful information for employers seeking advice as well as details of travel staff currently seeking work.

Tips to ensure your best staff return to work!
Do remember that pregnancy is a condition not an illness, most people are very well.
Do keep communications going and ask how she is doing
Do allow her to avoid rush hours as her pregnancy progresses
Do keep in touch whilst on maternity leave – sending newsletters etc
Do try and accommodate requests for alternative working arrangements where possible.
Do be supportive wherever possible. The loyalty repaid will be immeasurable!

Tips to ensure a stress free return to work
Do try and arrange childcare before you have the baby
Do leave the baby with the carer for periods of time before returning
Do test how much longer your journey takes if you’re dropping off the baby
Do make alternative childcare plans in case you have a problem
Do look after yourself by eating well and drinking plenty of water.
Do make early nights a priority initially rather than socialising
Do talk to other working mothers to share problems/ solutions

This feature was supplied to TravelMole by New Frontiers, the travel recruitment specialist. If you have any questions or comments about the issues raised in this article, please feel free to email Julia Feuell, mailto:[email protected].