maternity leave policy - foi.avon.nhs.uk

EMP24 Pol Maternity Leave Policy v1.4

Maternity Leave Policy

Version: Version 1.4

Document type: Policy

Document sponsor: Sheridan Flavin

Designation Human Resources

Document Author(s) Lyn Dutton

Designation(s) Human Resources

Approving Joint Negotiating and Consultative Committee

Committee/Group: JNCC

Ratified by: JNCC

Date ratified: 22nd

February 2016

Date active from: 26th

February 2016

Review date: February 2019

Target audience: All Trust Employees

If you require this document in a different format, please telephone the Patient Advice

and Liaison Service (PALS) on 01934 647216


VERSION CONTROL SHEET

Version Number Issue Date Revisions from Previous Issues

1.2 30th

July 2012 Section 17

1.3 1st

March 2016 Section 4,8,11,18a,25,26,

EMP24 Pol Maternity Leave Policy v1.3 Next Review February 2019 of 24


Contents

1. DEFINITIONS ............................................................................................................................................ 5

2. I’M PREGNANT. WHAT DO I NEED TO DO? ............................................................................................... 6

3. DO I QUALIFY FOR MATERNITY LEAVE? .................................................................................................... 6

4. HOW LONG IS MATERNITY LEAVE? ........................................................................................................... 6

5. HOW MUCH MATERNITY PAY WILL I RECEIVE? ......................................................................................... 7

6. WHEN CAN I START MY MATERNITY LEAVE? ............................................................................................ 9

7. WHAT’S THE LATEST DATE WHEN I CAN START MY MATERNITY LEAVE? .................................................. 9

8. How WILL MY MATERNITY AFFECT MY SALARY SACRIFICE AGREEMENT? .................................................. 9

9. HOW MUCH NOTICE SHOULD I GIVE BEFORE STARTING MY MATERNITY LEAVE? .................................. 10

10. DO I HAVE TO DECIDE HOW LONG I WANT MY MATERNITY LEAVE TO BE? ........................................ 10

11. WHAT ABOUT ANTE NATAL APPOINTMENTS AND ANNUAL LEAVE? .................................................. 10

12. WHAT HAPPENS WITH MY PENSION? ................................................................................................ 11

13. WHAT HAPPENS IF I AM ILL WHILST PREGNANT? ............................................................................... 11

14. WHAT IF MY BABY IS BORN EARLIER THAN THE 11TH WEEK BEFORE MY EWC? ................................. 11

15. CONTACT DURING MATERNITY LEAVE ............................................................................................. 122

16. KEEPING-IN-TOUCH DAYS ................................................................................................................ 122

17. CAN I UNDERTAKE PAID EMPLOYMENT WHILST ON MATERNITY LEAVE? ....................................... 12

18. WHAT ARE THE GENERAL ARRANGEMENTS FOR RETURNING TO WORK? ........................................ 133

18a DOES THE TRUST SUPPORT BREAST FEEDING OR EXPRESSING DURING WORKING HOURS? .............. 13

19. WHAT IF I DECIDE NOT TO COME BACK AFTER MY MATERNITY LEAVE? ............................................. 13

20. WHAT IF I DECIDE TO TAKE A CAREER BREAK FOLLOWING MY MATERNITY LEAVE…………………………13

21. WHAT IF I WANT TO EXTEND MY MATERNITY LEAVE? ....................................................................... 13

22. CAN I APPLY FOR PARENTAL LEAVE? ................................................................................................ 144

23. CAN I COME BACK AND WORK LESS HOURS IN A DIFFERENT JOB? ................................................... 144

24. CAN I APPLY TO WORK FLEXIBLY ON MY RETURN FROM MATERNITY LEAVE? ................................. 144

25. HOW CAN I FIND INFORMATION ABOUT CHILDCARE? ....................................................................... 14



26. HOW CAN I FIND OUT MORE INFORMATION ABOUT THE TRUST’S ON-SITE NURSERY? ................... 155

27. WHAT HAPPENS IF SOMETHING GOES WRONG?.............................................................................. 155

28. HEALTH AND SAFETY ........................................................................................................................ 156

29. RADIATION ………………………………………………………………………………….………………………………………………….16

30. RATIFICATION .................................................................................................................................... 16

31. EQUALITY AND DIVERSITY ................................................................................................................ 167

32. MONITORING EFFECTIVENESS .......................................................................................................... 167

33. MY MATERNITY PLAN ........................................................................................................................ 17

EQUALITY IMPACT ASSESSMENT SCREENING TOOL ........................................................................................ 20

HEALTH AND SAFETY MATERNITY RISK ASSESSMENT .………………………………………………………………………..……… 22



1. Definitions

EWC The expected week of childbirth – the week starting Sunday in which

it is expected the baby will be born.

SMP Statutory Maternity Pay – Paid by employers on behalf of the

Government.

QW The Qualifying Week for SMP – the 15th

week before the EWC

OML Ordinary Maternity Leave

AML Additional Maternity Leave

NIC National Insurance Contributions

LEL Lower Earnings Limit – is the level of weekly earning at which

entitlement to basic contributory benefits is secured

MA Maternity Allowance – A benefit which may be paid by the Benefits

Agency, to those who do not qualify for SMP

IB Incapacity Benefit

MAT B1 A certificate issued by a doctor or midwife confirming the expected

date of the baby’s birth which is normally given to you when you are

26 weeks pregnant.

FW8 Form from GP or Midwife which entitles you to free prescriptions and

dental care.



2. I’m pregnant. What do I need to do?

Once you have had your pregnancy confirmed you need to tell your manger

and the maternity coordinator in the Human Resources department.

Your manager will carry out a risk assessment with you to assess the risk to you and your unborn baby in relation to your working environment and conditions. Please refer to the section at the back of this document for more information about Health and Safety.

3. Do I qualify for Maternity Leave?

You will be entitled to a period of Maternity Leave and the right to return to

work regardless of your length of service or the number of hours you work.

4. How long is Maternity Leave?

Maternity leave

All pregnant employees are entitled to take up to 26 weeks' ordinary maternity leave and up to 26 weeks' additional maternity leave, making a total of 52 weeks. This is regardless of the number of hours they work or their length of service. Additional maternity leave begins on the day after ordinary maternity leave ends.

The law obliges all employees to take a minimum of two weeks of maternity leave immediately after the birth of the child (four weeks in the case of factory workers).

Ordinary maternity leave – 26 weeks

During the period of ordinary maternity leave, your contract of employment continues in force and you are entitled to receive all your contractual benefits, except for salary which will be determined by the option of maternity leave you are entitled to. Annual leave entitlement (including public holidays) will continue to accrue; and pension contributions will continue to be made.

You must take any outstanding annual leave due before the commencement of ordinary maternity leave. You are reminded that holiday must be taken in the year that it is earned and therefore if the holiday year is due to end during maternity leave, you should take the full year's entitlement before starting maternity leave.



Additional maternity leave – 26 weeks

During the period of additional maternity leave, your contract of employment remains in force but only some terms of the contract will continue to apply. Normal contractual benefits will be suspended and the only terms that apply during additional maternity leave are the following:

You are entitled to benefit from the Trust's implied obligation of trust and confidence.

You are entitled to receive your contractual notice period if

employment is terminated.

You are entitled to receive a redundancy payment in the event of redundancy.

The terms and conditions in your contract of employment relating

to disciplinary and grievance procedures will continue to apply.

You are bound by your implied obligation of good faith to the Trust.

You must give the Trust the notice provided for in your contract if you wish to terminate your employment.

You are bound by the terms in your contract relating to disclosure of

confidential information, the acceptance of gifts or other benefits and the restrictions on participation in any other business.

During additional maternity leave, annual leave (including public

holidays) will accrue under your usual terms of employment.

5. How much Maternity Pay will I receive?

This again depends upon how long you have been working for the NHS, and whether you intend to return to work for the NHS following your maternity leave.

If you have 52 weeks continuous NHS service by the 11th

week before your due date, and plan on returning to work for the NHS following your maternity leave you are entitled to Trust Maternity Pay (Option 1).

If you don’t plan on returning to work you will be entitled to Statutory Maternity Pay (SMP) (Option 2).

If you have 26 weeks continuous service by the 15th

week before your baby is due you will be entitled to SMP (Option 2).

If you do not have this service you will not be entitled to receive Maternity Pay, but will be entitled to Maternity Leave (Option 3)

Option 1 - Weston Area Health Trust Maternity Pay

As well as needing 52 weeks continuous NHS service by the 11th

week before your due date, you also need to agree to return to work for the NHS for at



least 3 months following your maternity leave, and must return within one year (unless you are on an agreed career break).

You will receive the following maternity pay:

Weeks 1-8

Full pay* less the amount of any National Insurance benefits receivable.

Weeks 9-26Half pay* plus SMP and less the amount of any NI benefits receivable.

Weeks 27-39

SMP only

Weeks 40 – 52

Unpaid

Full pay* and half pay* will be calculated on the basis of your average weekly earnings, and will be based on the 8 week period 15 weeks before the EWC.

Maternity pay will be recalculated, and any arrears due paid if a retrospective award is subsequently notified.

If you change your mind whilst on Maternity leave and decide not to return to work then you will need to repay the Trust’s contributions to your maternity pay (not SMP).

Option 2 – Statutory Maternity Pay (SMP)

Statutory Maternity Pay (SMP) is paid by the Trust on behalf of the Benefits Agency.

If you are entitled to receive SMP it is paid at the following rate:

Weeks 1-6:At 90% of your average weekly earnings or at the LEL whichever is higher

Weeks 7-39:Lower rate SMP (please contact the payroll

department to confirm current rate)

Weeks 40-52: Unpaid

The Lower Earnings Rate is set by the Government (please contact the payroll department to confirm current rate)

Option 3 – Basic Maternity Leave

This option applies to you if you are not entitled to receive SMP, and provides for you to have 52 weeks unpaid maternity leave.

You are entitled to this option regardless of how long you have been employed in the NHS, and have the right to return to your job after your period of maternity leave.



You may be entitled to receive Maternity Allowance or Incapacity Benefit, and will need to contact your local benefits office for further information. Our Payroll department will send you an SMP1 form which you will need to take with you to confirm that you are not entitled to SMP.

6. When can I start my Maternity leave?

The earliest that your maternity leave can start is 11 weeks before your EWC.

7. What’s the latest date when I can start my maternity leave?

There are currently no guidelines to say when you maternity leave should begin, but if you are off sick for a maternity related reasons 4 weeks before your due date, your maternity leave will automatically start.

Deciding when to leave work is obviously something that is very important for you to consider, as you need time to relax and prepare yourself, both physically and mentally for having a baby. You can decide when you want your maternity leave to start, but it is important to discuss this with your midwife and your manager, taking into consideration your job and its responsibilities.

Having a baby is a very special time, and you really should make the most of the time that you have before your baby is born. It is also worth remembering that only 5% of babies are born on their expected due date.

8. How will my maternity leave affect my Salary Sacrifice agreement?

Involvement in the salary sacrifice scheme will impact on Statutory and Occupational Maternity pay, as any payments are based on average earnings. Employees participating in this scheme who are expecting a child, are advised

to withdraw from the scheme prior to the 23rd

week before your baby is due

(or the 17th

week of pregnancy,) to allow the full salary to be taken into account during the maternity leave.

Salary sacrifice deductions taken from your salary will cease from the month in

which you commence maternity leave.

If the salary sacrifice is for the car parking, you will not be charged whilst you

are off. Please retain your car park permit, on your return to work, deductions

will start again.

If the salary sacrifice is for physical goods e.g. Cycles, Computers, Phones,

White Goods then the salary sacrifice deduction will stop, but you are still

liable to pay the balance.



If you have chosen to return to work following maternity leave, we will write to

you offering a choice of either paying off the balance, or deferring it until your

return. If you defer payment, deductions will recommence on your return. If

you are not returning we will write to you asking for the balance of payments to

be made.

Salary sacrifice for the Honeytree Nursery will also cease, should you wish to

continue using the nursery you should arrange to pay the fees yourself during

your maternity leave. On your return to work you can arrange with the nursery

to resume your salary sacrifice arrangement.

If the salary sacrifice is for childcare voucher scheme this will stop from the

month you go on leave, and you will not receive vouchers. On your return to

work you will need to contact Fideliti to have the deductions reinstated.

9. How much notice should I give before starting my Maternity Leave?

Please notify us no later than the 15th week before your EWC (when you are 25 weeks pregnant), and have your MatB1 form.

10. Do I have to decide how long I want my maternity leave to be?

Yes, the maternity coordinator and your manager need to know how long you would like to take off of work. This can be any number of weeks from 2 to 52.

The other thing to bear in mind when considering how long you want to take off work, is that once you have given your return to work date it is not possible to extend the date once you are on maternity leave.

11. What about Ante Natal appointments and Annual Leave?

Your annual leave entitlement will continue to accrue during your maternity leave.

Your Midwife or Doctor will arrange for you to have regular check ups throughout your pregnancy to take good care of your health.



You are allowed paid time off for ante-natal care regardless of your length of service or your hours of work, but these should be made around your working hours wherever possible.

Your Manager may want to see your appointment card when you attend ante-natal appointments. Please give as much notice as you can when attending ante-natal appointments so that your Manager can plan for your absence.

After your first appointment your Midwife or Doctor will give you a form entitling you to free prescriptions and dental care, which you will need to complete and return. You may also be entitled to a milk allowance.

12. What happens with my pension?

Your pension contributions will continue to be deducted from your salary whilst you are on paid maternity leave, but will be calculated on the maternity pay that you receive, not on your normal salary.

This changes however, when you are in the non paid part of your maternity leave. What happens then is that your pension contributions accrue, and you re-pay them when you start back to work. Once again they will be based upon your Maternity Pay, not your normal salary, and can be repaid over a period of time – normally over the same number of months that they accrued over.

If you would like to discuss your pension arrangements in more detail please telephone our Pensions department on 0845 2264790.

13. What happens if I am ill whilst pregnant?

Some women do experience ‘morning sickness/nausea’ during the first 3 months of pregnancy. If you have any problems during your pregnancy such as ‘morning sickness’ have a discussion with your Manager who will be able to help with your work arrangements. If you are ill at any other point the normal sickness absence procedures apply.

If you are ill wholly or partly due to your pregnancy after the 4th week before your EWC, your Maternity Leave may start automatically.

14. What if my baby is born earlier than the 11th week before my EWC?

Your Maternity Leave will start automatically the day your baby is born.



15. Contact during maternity leave

Shortly before your maternity leave starts, your manager will discuss the arrangements for keeping in touch during your leave, should you wish to do so. Weston Area Health Trust reserves the right in any event to maintain reasonable contact with your from time to time during your maternity leave. This may be to discuss your plans for returning to work, to discuss any special arrangements to be made or training to be given to ease your return or simply to update you on developments at work during your absence.

16. Keeping-in-touch days

Except during the first two weeks after childbirth (four weeks in the case of factory workers), you can agree to work (or attend training) for up to 10 days during either ordinary maternity leave or additional maternity leave, without that work bringing the period of your maternity leave to an end and without loss of a week’s SMP. These are known as ‘keeping in touch’ days. Any work carried out on a day shall constitute a day’s work (pro rata) for these purposes.

You are by no way obliged to carry out any request to work or to attend a training event and your manager has no obligation to invite you to undertake such activity. Any work undertaken, including the amount of salary paid for any work done on keeping in touch days, is entirely a matter for agreement between your line manager and you. Any keeping-in-touch days worked do not extend the period of maternity leave. Once the keeping-in-touch days have been used up, you will lose a week’s SMP for any week in which you agree to work for the Trust.

Any payment from keeping in touch days will be paid to you in full, in the first month’s pay after you return from your maternity leave. Should you decide not to return to work following maternity leave these payments will be paid to you in full in your final pay. You may wish to agree to have these keeping in touch days paid to you through additional annual leave in place of payment. Like payments this should be agreed with your line manager in advance.

17. Can I undertake paid employment whilst on Maternity Leave

With the exception of ‘Keeping in Touch Days’, no other form of paid employment should be undertaken whilst on maternity leave: SMP and Trust contributions to your maternity pay will be affected should you choose to undertake paid employment, either for the Trust or any other employer, whilst receiving Trust maternity pay and/or SMP. Breach of this policy may be considered fraud and will be dealt with under the Trusts Disciplinary Policy.

If an employee has a second job with another employer at commencement of Trust Maternity leave, any ‘Keeping in Touch Days’ worked for the second employer will not affect Trust Maternity pay.

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18. What are the general arrangements for returning to work?

You can choose to return to work as long as you are sufficiently fit and well, but you can’t return for at least 2 weeks after your baby is born because of Statutory Regulations. This ‘enforced ’period of leave is called Compulsory Maternity Leave (CML)

If you should decide to return to work earlier than the date you originally advised us of, please give us and your manager 8 weeks notice of your intention return to work.

Your manager will contact you approximately 1 month before you are due to return in order to ensure they can complete and return the relevant paper work to notify payroll of your return to work date.

18a. Does the Trust support Breastfeeding or Expressing during working Hours?

The Trust is keen to support breast feeding and will provide a private and hygienic place for mothers who are still breastfeeding or expressing milk when returning to work following maternity leave. However, breaks for breast feeding or expressing will be unpaid and should be discussed with your manager. To make arrangements to access the breast feeding facility, please contact the Midwifery Matron on Ashcombe Ward, who will be happy to help.

19. What if I decide not to come back after my Maternity Leave?

If you are on option 1 and do not return to work or resign within the first 3 months of your return to work, you will be liable to repay the Trust contributions to your Maternity Pay.

If you decide not to return to work please give us as much notice as possible about any changes to your Maternity Leave arrangements.

20. What if I decide to take a career break following my Maternity leave?

If, following your Maternity leave you choose to take a career break under the terms of the Trust’s Leave policy, you must return to work at the end of your career break for a period of at least 3 months in order to retain your entitlement to Trust Maternity Pay. If you have been in receipt of Trust Maternity Pay and fail to do so, you will be liable to repay the Trust contributions to your Maternity Pay.

21. What if I want to extend my maternity leave?

If when you went on maternity leave you didn’t opt to take your full maternity

leave entitlement ( 52 weeks), but then decide once you have had your baby

that you want to take your maximum entitlement you will need to discuss this



with your manager, as once you have agreed your return to work date this cannot be extended.

If the above doesn’t apply to you, or you wish to take longer off of work to care for your child you will need to apply for a Career Break, which can be any length of time between 3 months and 3 years. You will need to discuss this with your manager as soon as possible, and complete an application form. Your manager will then let you know whether they are able to agree to your career break. For more information please refer to the career break policy.

22. Can I apply for Parental Leave?

Yes, an employee (female or male) who has a baby or adopts a child and has completed 12 months continuous service with the Trust or NHS will be eligible to request unpaid parental leave.

Please refer to the Parental Leave policy for further information.

23. Can I come back and work less hours in a different job?

A woman’s right to return is generally to return to the same job on the same terms and conditions as if she had not been absent, which includes returning to work on the same hours. If you have any particular needs that will help you to return to work, such as changing your hours on a temporary or permanent basis, then you should arrange a time to discuss these with your Manager well in advance of your return to work.

We would like you to return to work and will endeavour to accommodate your changing needs. However, there are situations where sound business reasons will mean we are unable to agree to a particular request.

24. Can I apply to work flexibly on my return from maternity leave?

Yes, you can apply for flexible working providing you have at least 26 weeks service. Please be aware that an application for flexible working does not guarantee your request will be agreed.

Please refer to the Flexible Working Policy for more information.

25. How can I find information about Childcare?

Honeytree on-site Day Nursery and Pre-School is open Monday to Friday from 8 a.m. to 6 p.m. and can accommodate children from age 6 weeks to 5 years.



Childcare Link is a telephone service providing free childcare information on help with childcare costs, free nursery education places, pre-school playgroups, information about childminders and lots more.

The telephone numbers are:

North Somerset 01275 888778

Somerset 03001232224

Bristol 0117 3574192

It also has a website address: http://www.childcarelink.gov.uk

26. How can I find out more information about the Trust’s On-Site Nursery?

To contact Honeytree Day Nursery and Pre-School

Call 01934 414474

Email [email protected]

Visit the website www.thehoneytree.co.uk

27. What happens if something goes wrong?

When a pregnancy ends in still birth after 24 weeks of pregnancy, it is obviously a very distressing time and plenty of rest and care are needed. For this reason, anyone who suffers such tragic circumstances will be entitled to exactly the same rights and benefits as if the pregnancy had progressed to a happier conclusion.

The loss of a baby is equally distressing before the end of 24 weeks pregnancy. However, the law regards such a loss as a “miscarriage” rather than a still birth. We are therefore not able to pay SMP or grant Maternity Leave, although we will give as much help and support as possible to assist with recovery back to normal health.

28. Health and Safety

It is essential that you inform your manager and HR at the earliest opportunity to enable a maternity risk assessment to be carried out.

We have the general hazards that are present in most workplaces and the home, which you need to be aware of. These include:

Lifting and carrying which may become more difficult as your

shape changes.

Heat which your body may become less able to cope with as the pregnancy progresses.

Becoming tired more quickly and the need to take more rest as

your baby grows.


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http://www.childcarelink.gov.uk/

mailto:[email protected]

http://www.thehoneytree.co.uk/


If you start to experience any of the problems above, talk them through with your Manager who will discuss with you how to temporarily adjust your job to reduce the problem. Where appropriate the Trust may also seek the opinions of the Trust’s Occupational Health and Safety Physician.

You will be able to continue to work in your present job unless a risk assessment identifies that tasks associated with your job could be detrimental to you or your unborn baby’s health. The Trust will make every effort to identify alternative duties, or an alternative role that does not place you or your baby at risk. The Trust will, except where it is not reasonably practicable, provide alternative work for which you will receive your normal pay. The alternative duties will be reviewed regularly until you commence maternity leave.

29. Radiation

The dose limit for the abdomen of a pregnant woman who is at work is laid down in schedule 4 of the Ionising Radiation regulations, 1999. This relates to the dose during the declared term of pregnancy and it is the duty of all employees who are or, think they may be pregnant, to inform the operator before a potential exposure to ionising radiation is made.

Employees, who by the nature of their job, normally work with ionising radiation, must inform the Radiation Protection Supervisor for their area of work as soon as they think they are pregnant. The Supervisor will contact the Radiation Protection Advisor who will look at the nature of their work and advise accordingly.

30. Ratification

This policy had been ratified by the JNCC. (Joint Negotiating Committee

Council.)

31. Equality and diversity

This policy has been written in line with National Employee Legislation and applies equally to all staff.

32. Monitoring effectiveness

The Human Resources Department will provide regular updates covered in this policy to the Trust Board.

This policy/procedure may be reviewed at the request of management or the recognised Trade Unions by giving 4 weeks notice of the request and the reason(s) for the review. EMP24 Pol Maternity Leave Policy v1.3 Next Review February 2019 of

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33. My Maternity Plan

What do I need to do? When My Notes

Inform your Manager and the maternity When

coordinator (ex 3060) that you are confirmed

pregnant (your Manager will want to see

Form FW8)

Let your Manager know the dates of Please give

your ante-natal appointments so they as much

can plan for your absence (your notice as

Manager will want to see your possible

appointment card)

Contact the maternity coordinator to When

discuss your maternity rights and confirmed

entitlements, and generate a risk

assessment to be completed with your

manager.

Ask your Doctor or Midwife for your When you are

MAT B1 certificate so you can claim about 25

Maternity Pay weeks

pregnant

When you have your MatB1, discuss By the 25th

your maternity start and return date with week of

your manager. pregnancy

Contact the maternity coordinator to

arrange a meeting, this is to confirm

your dates and raise the required

paperwork to generate your maternity

pay. Take your MatB1 to the meeting .

receive a letter and change from the As soon as

maternity coordinator, this should be you receive

checked carefully, the change form your letter

must be signed by you and your and change

manager, then returned to the maternity form

coordinator at the earliest opportunity.

Begin your Maternity Leave (remember

the earliest you can start Maternity



Leave is the 11th week before your

EWC).

The Big Event- your baby is born!

Please let us know the date of your

baby’s birth.

Please keep in contact with your

manager and let them know if you wish

to discuss your return to work after your

Maternity Leave.

If you want to return to work before the 8 weeks

end of your agreed Maternity Leave, written notice

contact your Manager and the maternity of the date you

coordinator giving 8 weeks written would like to

notice of the date you would like to return to work.

return to work.

Your manager will contact you 2 2 months

months before your return to work date prior to your

to confirm your return to work return to

arrangements and generate a change work

forms to confirm your return date with

payroll.

To be completed by Document Sponsor/Authors AND/OR Chair of the “Ratifying” Group

Action Yes /

Comments

No

a) Initial development

Are the reasons for development of the document clear? Yes

Has appropriate expertise contributed to the writing of the document? Yes

Has appropriate national guidance / research evidence informed production of Yes

the document?

b) Consultation

Has consultation involved all staff groups that will have a role in working to it? Yes


24


Action

Yes / Comments

No

Have key specialists (e.g. Infection Control, Health & Safety, Training) been Yes

involved to consider impact on patient or staff safety?

If there is an impact on staff, has consultation involved the Joint Staff Yes

Committee?

Key staff (groups / individuals) contributing to the development via consultation:

The Trust Executive, Divisional Directors, Clinical Leads, General Managers, Joint Staff Committee

and the Integrated Governance Team

Are the statements forming the main body of the document clear and

Yes

unambiguous?

Are supporting documents adequately referenced? Yes

The core relevant literature must be accurately listed

Are monitoring and audit arrangements to measure compliance clearly set out, Yes

in line with the Trust policy?

Ratifying Group/Committee Approval

If the committee is happy to ratify this document, please sign and date this form and

- Inform the Document Sponsor and Author

- Inform the Head of Integrated Governance and supply the final version electronically for publication on the Trust database for procedural documents

It is the Chair’s responsibility to ensure that unnecessary delay is avoided in communicating the outcome as above.

Name of Ratifying Group / Committee JNCC

Name of Chair Sheridan Flavin Date 22nd

February 2016

Signature

For advice on completion of this form please contact the Integrated Governance Team

Equality Impact Assessment Screening Tool

This document must be completed in respect of any new or major change to Trust Policy or Procedure and must be attached when submitted to the appropriate ratification committee for approval.

Yes/No Rationale

2. Does the policy/guidance affect one group No less or more favourably than another on the


24


basis of:

Age No

Disability No

Gender No Covered by relevant legislation

Gender Reassignment No

Marriage and Civil Partnership No

Pregnancy and Maternity No

Race No

Religion or Belief No

2. Is there any evidence that some groups are Yes Men as the policy does not affected differently? apply to them

3. If you have identified potential Yes discrimination, are there any exceptions

valid, legal and/or justifiable?

4. Is the impact of the policy/guidance likely to No be negative?

5. If so can the impact be avoided? NA

6. What alternatives are there to achieving the NA policy/guidance without the impact?

7. Can we reduce the impact by taking NA different action?

Comments

8. Actions identified following NA screening process

9. Screening identified a full NA impact assessment.

Date of Assessment Signature:

If you have identified a potential discriminatory impact of this policy/procedure, please refer it the appropriate Director in the first instance, together with suggested actions required to avoid/reduce this impact.

For advice in respect of answering the above questions, please contact the H.R department.



HEALTH AND SAFETY RISK ASSESSMENT FOR NEW AND EXPECTANT MOTHERS AT WORK

These guidelines are intended to assist managers in identifying potential risks to Mothers before and after the birth of their child. Further information can be obtained

from the Occupational Health Department.

GUIDELINES TO SUPPORT RISK ASSESSMENT

Aspects of Pregnancy Factors in work Risks Identified / Action to be taken

Morning sickness Early shift work

Exposure to strong or

nauseating smells/poor

ventilation

Travel/transport

Frequent breaks

Regular snacks

Backache Standing/manual

handling/posture

Manual handling co-ordinators

Varicose Veins/other Prolonged standing/sitting

circulatory

problems/hemorrhoids

Rest and welfare Regular nutrition

Frequent urgent visits to Proximity/availability of

the toilet rest/washing/eating/drinking

Comfort

facilities

Hygiene

Difficulty in leaving job/site

Increasing size Use of protective

Dexterity, agility, co- clothing/work equipment.

Work in confined areas/at

ordination, reach may be heights

impaired because of Postural demands. Bending

increasing size over /reaching

Utilise manual handling co-

ordinators

Problems working in restricted

spaces

Fatigue/stress Overtime

Evening/night work

Lack of rest breaks


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Excessive hours

Pace/intensity of work

Emotional changes

Balance Problems working on

(also relevant to breast slippery/wet surfaces

feeding mothers) Centre of gravity

SPECIFIC HAZARDS

Hazard Factor in work Risks Identified / Action to be taken

Physical Agents: Avoid accompanying patients

Ionising radiation undergoing x-ray procedures

Extreme Heat: Discuss individual

Less tolerant to heat environment e.g. long periods

Prone to fainting in theatre or isolation rooms. Breastfeeding impaired by

heat dehydration

Biological agents Discuss control of infection

Hep B;Hep C measures e.g. handwashing,

HIV laundry, PPE Herpes

Chicken Pox

Toxoplasmosis Immunity awareness Cytomeglaovins

TB

Syphilis Avoid contact with known

Typhoid infected patients Parvovirus

Rubella Chemical Agents Discuss COSHH assessments

Gases Awareness of policies

Drugs guidelines applicable to own

Mercury area.

Cytotoxic drugs Avoid contact with spilt

mercury

Scavenging systems

Strongly recommend

removing from activity

involving cytotoxic drugs or

patients receiving such.

PPE



Avoid contact with anaesthetic gases including exhaled air from post operative patients

WORKING CONDITIONS

Hazard Factors in work Risks Identified / Action to be taken

Manual handling of loads Trust minimal handling policy

Pregnancy Avoid, assess, action

Post delivery Use handling aids

-caesarean sections Utilise M&H Co-ordinators

Discuss temp limitations

-breastfeeding Facility available

Movements and posture Awareness of hormonal

influences on ligaments

Avoid long periods of static

posture

Avoid heights e.g. step

ladders

Awareness of need for more

workspace or need to adapt

work style

Travelling Discuss and advise self

Fatigue assessment Vibration

Stress

Static posture

Discomfort

Accidents

Working with display Discuss awareness of policy

and personal responsibility for

screen equipment (VDU’s) checking and monitoring

Risk is negligible to mother equipment, reporting faults.

and foetus

Employees Name……………………………………………………………………



Date assessment carried out………………………………………………………

Managers signature………………………………print name……………………...

Employee Signature……………………………...print name………………………

(One copy to be retained in the department, one copy to be sent to HR for retention on the personal file).


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maternity leave policy - foi.avon.nhs.uk

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