Pregnancy in the Workplace

(Posted on 02/02/11)

There's nothing so exciting for a woman than to plan the arrival of a new member of her family. Usually, one of her bigger concerns is how she will seamlessly blend first the pregnancy then the child's arrival with her career. There are certain laws that protect both the employee and her employer. As the employer, you have certain safety considerations as well as other responsibilities to ensure you remain within the legal parameters.

Keep in mind these are basic considerations that should be adapted to your specific business so that the expectant mom can continue with her job with fewer worries over her safety and her unborn baby's. The first (and one of the most important) steps you should take is to request the announcement be memorialized to paper. You have the right to request her general due date so that you can better accommodate her throughout her pregnancy. Further, you should also request certification from her health care professional. Reassure your employee it's not because you wish to invade her privacy, but rather, to place in her personnel file for future reference. For instance, if she were to slip and fall, of course you'd notify her emergency contact, but there exists the chance she'd request someone phone her physician as well.

Once the pregnancy has been announced, it's also wise to take a proactive approach versus a reactive one. Review her duties, her work space and even the stress level associated with her position. When possible, you want to be sure you can accommodate the changes. Keep in mind there are suddenly new hazards once a woman becomes pregnant, including long hours in general, long hours on her feet, a close proximity to various chemicals and even heavy lifting.

If you cannot eliminate dangerous hazards, you are required by law to place her on leave until and if you can eliminate the hazards. Not only that, but you must continue to pay her full salary. You are also required by law to provide an area for women who are pregnant or for those who need to feed their babies. This area should be secure, quiet and furnished within reason (a refrigerator to store milk, chairs, etc.).

Paid time off for antenatal care is also required by law. This includes time for checkups, parenting classes and even relaxation courses if the health care professional recommends it for the health of the mother and unborn baby. You have the right to request this in writing.

These are just a few of the compliance laws in place. If you or your HR manager is unsure of what these laws are, it's always sage advice to meet with the company solicitor to be sure you're within the legal parameters and to be sure you understand your responsibilities.