Long working hours.<\/li>\n<\/ul>\n\n\n\nOnce you have identified a risk you should remove the risk or remove the employee from the situation that exposes them to it. Solutions could include finding suitable alternative work, changing hours of work or, where this is not possible, paid suspension from work on health and safety grounds.<\/p>\n\n\n\n
If you fail to conduct a risk assessment for a pregnant employee, where it is later seen to be necessary, it may constitute discrimination.<\/p>\n\n\n\n
Time off for antenatal care<\/h2>\n\n\n\n Pregnant workers are entitled to take reasonable paid time off to attend antenatal appointments and classes. However, they are not entitled to do this until they have notified you that they are pregnant. As an employer, you are entitled to request evidence of the appointments from the second appointment onwards.<\/p>\n\n\n\n
Antenatal care may include relaxation or parent craft classes as well as medical examinations if a doctor recommends them.<\/p>\n\n\n\n
The employer can suggest that appointments are made outside of working hours where possible, but pregnant women are not obligated to do so, and cannot be treated detrimentally if they choose not to.<\/p>\n\n\n\n
Any detrimental treatment because of an employee asserting her right to attend antenatal appointments would be seen to be pregnancy and maternity discrimination.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"
Many women are treated unfairly \u2014 or even fired \u2014 after revealing the news of their pregnancy. As long as a pregnant woman is able to perform the major functions of her job, either not hiring her or firing her because she is pregnant is against the law. It’s against the law to dock her […]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":7668,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"help-pages","meta":{"footnotes":""},"yoast_head":"\n
Pregnancy and Maternity - Clear Talents<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n \n\t \n