Mum’s the word in the workplace

Apr 17 2008 By The Journal

Last year the Equal Opportunities Commission secured a landmark High Court Ruling that UK law on pay and benefits during maternity leave was out of line with EU requirements. As a result, new regulations are being brought in to remedy this situation. EEF Northern Assistant Director Alison Valente discusses the changes and how employers may be affected.

THE new regulations will affect women whose expected week of childbirth (EWC) falls on or after October 5 2008.

Although the practical consequences of the new regulations will not be seen until expectant mothers take additional maternity leave early next year, maternity policies will need to be amended and the new rules discussed with employees before their leave starts, which could be as early as July 2008. So what are the main changes?

The rules regarding SMP and pay remain unaltered under the new legislation. The new rules, affecting women whose EWC falls on or after October 5, will mean that employees will be entitled to their full benefit package throughout both Ordinary Maternity Leave (OML) and Additional Maternity Leave (AML), except those relating to pensions. So, if a company car is provided for personal use as well as for business use, the employee is entitled to retain their car throughout the OML and AML period.

While these additional benefits will be welcomed by mothers-to-be during maternity leave, the ability to reconcile family and work responsibilities will be a top priority for working mums. Similarly, employers will be looking to retain the skill and experience of female employees in the workplace.

So how do employers attract female employees back to work? By being open minded and holistic in the approach they adopt to flexible working patterns such as home-working or reduced hours. Flexible working practices can be wide ranging and also include flexi-time; job sharing; annualised hours, part-time working, term-time working and career breaks.

More progressive companies consider the benefits flexible working can bring to their organisation by extending the opportunity to all employees. Those employers offering flexible working beyond current legislation reap the benefits in terms of staff loyalty, talent retention, reduced sickness absence levels, a reduction in costs and in the Company’s carbon footprint, to name but a few.

:: Employers can download the EEF guide Maternity Pay and Benefits from www.eefnorthern.org.uk. EEF Northern members can contact the help desk on (0191) 416-5656 for further advice and support on the changes to maternity regulations.

:: EEF also plan to hold an event later in the year to explore in more depth the benefits of embracing the work-life balance not only to mothers but to all employees. This practical workshop will offer direct advice and guidance to companies looking to adopt smarter working practices.