Presentation on theme: "Pregnancy Rights Information"— Presentation transcript:
1Pregnancy Rights Information byYour 4 key rightsDiscrimination and PregnancyLegislation to protect pregnant womenFlexible working, time off & apprenticeship
2Your 4 key rights Pregnant employees have four key rights: 1) Paid time for antenatal care.2) Maternity leave.3) Maternity pay benefits.4) Protection against unfair treatment or dismissal.
3…more details to thatYou must tell your employer that you are pregnant at least 15 weeks before the beginning of the week when your baby is due, or earlier!Antenatal Care It is unlawful for your employer to refuse to give you reasonable time off for antenatal care or to pay you at your normal rate of pay when you do take off time for antenatal care.Risk assessments It should be carried out by your employer to determine the health and safety of pregnant employees once you have informed them about your pregnancy. Such risks might be caused by:1) Lifting or carrying heavy loads2) Standing or sitting for long periods of time3) Exposure to toxic substances4) Long working hours
4Maternity leaveThe employee is entitled to be granted leave if: i. It is not possible for the employer to move the employee to other work; or ii. Such a move cannot reasonably be required; iii. The other proposed work is not suitable for the employee. iv. An employee who is granted health and safety leave must be paid her usual wage by her employer for the first 21 days of her leave.
5Compulsory Maternity leave Even if you have decided not to take Statutory Maternity Leave, you must take two weeks off after your baby is born, or four weeks if you work in a factory. This is compulsory.Maternity Leave & Additional Maternity leaveA pregnant employee is entitled toi consecutive weeks of maternity leave;ii. 16 consecutive weeks of additional (unpaid) maternity leave beginning immediately after the end of her maternity leave.
6BreastfeedingAn employee who is breastfeeding is entitled, without loss of pay, for 26 weeks following the birth, as decided by her employer, to: Time off from her work to breastfeed in the workplace or A reduction of working hours for breastfeeding outside of workDefinition: Breastfeeding is defined to include expressing breast milk and feeding it to a child immediately or storing it for the purposes of feeding it to the child at a later time.EMPLOYEREMPLOYEEAn employer is not required to provide facilities for breastfeeding in the workplace where it would cost more than nominal costs.An employee, who is breastfeeding in work, or outside of work, is entitled, without loss of pay, to take 1 hour from her work, each working day, as a breastfeeding break, which may be taken in the form of i. One 60 minute breakii. Two 30 minute breaksiii. Three 20 minute breaks; oriv. As agreed by her and her employer
7Discrimination and Pregnancy It is unlawful Sex Discrimination for employers to treat women less favourably because of their pregnancy or because they Maternity Leave. Discrimination may take place in the following ways: 1) Trying to cut your hours of work without your permission 2) Suddenly giving you poor staff reports 3) Giving you unsuitable work 4) Making you redundant because of your pregnancy 5) Treating days off sick due to pregnancy as a disciplinary issue
8Legislation to protect pregnant women 1) The Maternity Protection Act ) Maternity Protection (Amendment) Act ) Section 18 of the Equality Act ) The Safety, Health and Welfare at Work Regulations 2000
9Flexible WorkingUnder Employment Rights Act changing hours, working times to allow to work from home, enable to care for their children and vulnerable adults in their care.Who Qualifies?If you have worked for the company for 26 weeks and have a child aged 17 or under, or a disabled child under 18Biological or adoptive parents have this right as do guardians and foster carers.How to apply?The request must be put in writing, explaining how they qualify for Flexible Working, explaining what changes they would like to be made and when they would like these changes to start.Within 28 days the company must either agree to the request or hold a meeting with the employee to discuss it.If the employer refuses the request, the employee has the right to appeal within 14 days, and the employer must hold a meeting with the employee to discuss the appeal.
10The employer has the right to refuse an employee’s request if one of the following applies: i. The change would involve additional costs. ii. The company would be unable to recruit additional staff or re-organise work among existing staff. iii. The change would have a detrimental impact on quality or performance or ability to meet customer demand. iv. There would be insufficient work during the periods the employee wants to work. v. The change would not be compatible with planned structural changes.
11Time off Ante-natal classes A pregnant employee and expectant fathers are entitled to paid time off work, to attend one set of ante-natal classes (other than the last 3 classes).(This does not apply to members of the Defence Forces and Garda Siochana. )How? Notify your employer in writing of the date and times of each class as soon as practicable, not later than 2 weeks before the date of the relevant class;
12Time off Training, probation and apprenticeships All periods of training, probation and apprenticeship are suspended during absence on leave under the maternity legislation and will have to be completed on his/her return to work.
13…last information Annual leave Public Holidays Annual leave continues to build up as normal while an employee is on both the standard maternity leave and the additional unpaid maternity leave.Public HolidaysEmployees on maternity leave and additional unpaid maternity leave are entitled to be credited for any public holiday that occurs during their leave.