Kevin Rowan column
May 8 2007 By Kevin Rowan, The Journal
Regardless of how long a woman has worked for an employer, she is now able to take up to 52 weeks' maternity leave and is entitled to up to 39 weeks' maternity pay.
Although a number of employers already have terms that are better than this, for many women these new rights will be a significant improvement and will provide valuable support in an already challenging time of life.
Last month also extended the right to request flexible working to carers.
Although the TUC would like to see the right to request flexible working extended to all workers, both of these developments underline this government's commitment to enabling workers to achieve a better balance of work and home life.
Flexible working offers real benefits to individuals as well as advantages to employers in terms of staff retention, morale and profitability. The new maternity rights are significant progress, but these new entitlements on their own won't be enough.
Research by Netmums and the Equal Opportunities Commission shows that only four out of 10 mothers think their employers understand how to manage pregnant workers and that only half of pregnant workers were aware of their own rights and responsibilities at work. Worryingly, one in six pregnant workers felt they were not treated sufficiently well by their bosses while they were pregnant and a quarter felt they were treated badly upon their return to work following maternity leave.
This situation is wrong in the first instance but it is also counterproductive for employers.
It may seem like a real burden at the time, but if employers enable mothers to return from maternity leave in greater numbers than is currently the case, the benefits of reduced costs from avoiding expensive recruitment and replacement of staff are dramatic.
There is also the extra bonus of a member of staff with additional organising, managing, communication and negotiating skills that any parent is familiar with.
Kevin Rowan is regional secretary at the Northern TUC.
