Managing redundancy for pregnant employees or those on maternity leave
Many employers are unsure of a woman's rights when pregnant or on maternity leave. Add a redundancy situation to the equation and what you can get are potential misunderstandings and confusion.
Acas and the Equality and Human Rights Commission (EHRC) have developed short good practice guidance to help small businesses and employers deal effectively and fairly with pregnancy and maternity when one of their employee's is facing redundancy.
The new guide Managing redundancy for pregnant employees or those on maternity leave [334kb] uses good practice examples, a flow chart and a section on "myth busting" to explain to employers their obligations and how to manage employees fairly.
It sets out four important questions you should ask when considering which posts to make redundant:
- Is the redundancy genuine?
- How do I consult employees on maternity leave?
- How do I decide the right selection criteria?
- Is there a suitable alternative?
To test yourself, try answering 'true' or 'false' to the following statements:
"If an employee is on maternity leave it is illegal for an employer to contact her about any work related issues?"
"You can't criticise the performance or conduct of a pregnant employee?"
"If I make a pregnant employee redundant, I don't have to pay them maternity pay as well?"
Find out the answers in our guidance booklet Managing redundancy for pregnant employees or those on maternity leave [334kb].