WORKING MUMS-TO-BE: WHAT EMPLOYERS NEED TO KNOW

WORKING MUMS-TO-BE

WHAT EMPLOYERS NEED TO KNOW

By Dr Alan Black, Director of Blackwell Associates Ltd

Under the Management of Health and Safety at Work Regulations 1999, employers have a legal and moral obligation to ensure that all pregnant employees are safeguarded from occupational risks that may pose a threat to their health and/or the unborn baby’s. 

In the interest of reducing health and safety hazards for all employees, businesses need to conduct risk assessments to identify which occupational factors, if any, may cause a negative impact on the physical and mental well-being of staff. 

In advance of an employee formally notifying the HR department of her pregnancy (preferably at the earliest convenience) special consideration needs to be taken into how certain processes and working conditions may influence her health under the Workplace (Health, Safety and Welfare) Regulations 1992.

Common risks include work-related stress, long working hours, heavy lifting, excessive noise levels, handling chemical material, extreme temperatures, and posture. 

If a risk is identified, employers must inform the employee in question and take the necessary steps to resolve the issue upon the advice of an occupational health physician. This may include altering the employee's shift pattern, job responsibilities, or workstation.

If it proves impossible to remove the risk entirely, the employee may need to be suspended on full pay until further notice in order to protect the health and safety of her and the baby.

If a pregnant employee has any health concerns relating to their place of work, they should report them immediately to their line manager and designated occupational health professional. 

In addition to a confidential health assessment, the occupational health physician may visit the work environment to evaluate the employee’s exposure to occupational hazards and advise the HR department accordingly.

Finally, employers must allow paid time off for a pregnant employee to attend ante-natal appointments as a statutory right. 

With the exception of the first appointment, senior management is entitled to ask for evidence of antenatal appointments and make consideration for travel time both to and from consultations. 

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