Articles > October 2010 > Maternity
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MaternityFrom here to maternity What to expect at work, when you’re expectingFinding out you’re pregnant is exciting and nerve-wracking. If you’re a working mum-to-be, there are a few more things to consider than the nursery colour scheme and whether Ethel is the perfect middle-name, however much you might love your aunt. As a pregnant woman, being aware of your rights and responsibilities can help lessen possible stress due to misunderstandings and misinformation in the workplace during your pregnancy. Susie Davis* had been working at a bar/restaurant on a casual contract for about a year when she found out she was pregnant. Usually, she worked behind the bar and served customers drinks at their tables. Her boss decided she wasn’t ‘quite the right look’ being pregnant behind a bar, so started reducing her shifts. Susie only discovered the reason when she confronted her boss about her reduced income. Susie didn’t realise it at the time and probably neither did her boss, but this is illegal. There are countless examples of pregnancy discrimination and misinformation. Mainly it’s due to employers not realising they are required to accommodate certain aspects of a pregnancy, as long as it’s practical for the business. Many women wait until nine to 12 weeks to tell their employer (due to the possibility of miscarriage and, for some, superstition), unless they have a pregnancy-related illness or their work involves physical activity such as heavy lifting. If there are hazards in your workplace that may put you or your baby at risk, it’s wise to speak to your employer sooner rather than later, so that risks can be assessed and minimised. Have a chat to your midwife or main maternity carer, as they will be able to advise you on things you may need to consider and discuss with your employer. Jane’s first pregnancy was made a great deal easier with her employers accommodating her widening girth with good humour and practicality. Her work station was assessed and modified with the addition of a foot stool and a new mouse. One local website states that someone may not want to tell their company about their pregnancy too early in case they miss out on work opportunities. This is pregnancy discrimination and is illegal, according to the Human Rights Act. Pregnancy discrimination includes things such as being excluded from training opportunities, being made redundant because of your pregnancy, being transferred to another job (unless there are valid medical or safety reasons), or being demoted. Once you’ve told your employer about your pregnancy, you can discuss things like parental leave, time off for medical appointments, employment upon your return to work and whether you want to breastfeed. Since April 2009, employers are required to provide breaks and a specified area for women wanting to breastfeed or express milk, as far as this can practically be managed in the workplace. Many mothers stop breastfeeding between six months and a year, but there is no specified time limit on breastfeeding in the workplace. For smaller businesses, other arrangements can be made, such as booking a meeting room or sharing a space with another business close by. For questions or concerns about breastfeeding at work, contact the Plunket Society, Ngā Maia Aotearoa, the Māori Midwifery and traditional childbirth organisation, the Department of Labour or the La Leche League. If you’re returning from parental leave, you’re entitled to return to the same job, under the same circumstances, before you left. If you’ve worked for the same employer for six months or more and meet the eligibility criteria, you may be entitled to up to 14 weeks maternity leave. This includes women expecting a baby or adopting. And if you’ve worked for the same employer for 12 months or more, this parental leave can be extended for up to 52 weeks unpaid leave. Spouses and partners are eligible for one or two weeks’ paid leave, depending on how long they have been employed, and some unpaid leave as well. For example, a woman’s partner can use some of her extended leave if they both meet the eligibility criteria. Some self-employed parents can also get paid parental leave. More and more businesses now allow flexible work arrangements. From 1 July 2008, employees with‘caring responsibilities’ such as looking after children, have the right to request flexible working arrangements if they have been employed with a company for more than six months. Employers have a legal obligation to consider all requests carefully. Benefits of flexible work arrangements help retain staff, which reduces recruitment costs, decreases absenteeism and negative attitudes and increases the company’s image as a good place to work. All in all, it’s a win-win situation. You and your employer have responsibilities: yours to your baby and yourself and your employer to ensure you are kept safe at work and your rights are upheld and respected. Good communication is key. Talk to your employer, start early and be clear about what is being agreed. Now, pop your feet up when you can and enjoy your pregnancy. Important issues to discuss with your employer:
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