If an employee whose probation period has been extended due to poor performance announces that she is pregnant will the employer be obliged to confirm her in the post?
Where an employee wishes to start her maternity leave on her due date, can the employer insist that she start it earlier so that she has some time to relax beforehand?
Where a job applicant is currently on maternity leave and would not wish to start the new role until the end of her maternity leave can the potential employer reject her application for this reason?
Where a suitably qualified employee who is about to go on maternity leave wishes to apply for an internal vacancy must she be considered for the position even though she may not be able to start the new job for a year?
What is the minimum provision for maternity leave?
Where an employee is expecting twins, will she be entitled to two lots of maternity leave?
Apart from the right to statutory maternity leave what other statutory rights do pregnant women and new mothers have?
What rights do employees have in relation to time off work for antenatal care?
Can an employer insist that a part-time employee arrange all her antenatal appointments for times when she is not working?
How is "expected week of childbirth" defined?
What notice of her intention to take maternity leave is an employee required to give?
Does an employee who wishes to exercise her right to statutory maternity leave have to give her employer all the required information at the same time?
What notice of the date that she wants her statutory maternity pay to begin does an employee have to give?
Where an employee notifies her employer of her intended maternity leave start date how should the employer respond?
What are the possible consequences where an employer fails to respond to an employee’s notification of her intended maternity leave?
Can an employee change her mind about when she wants her maternity leave to start?
Where an employee has given notice to vary her maternity leave start date, how should the employer respond?
Employees have the right to choose when to
start their maternity leave, the one proviso being that it cannot begin before
the 11th week before the week that the baby is due (unless the baby
is born prematurely). A pregnant employee is therefore entitled to choose to continue
working right through to the date that her baby is born, provided that she
remains in good health and is capable of working. There is, however, a special
provision that states that if the employee is absent from work on account of a
pregnancy-related condition at any time during the four weeks immediately
before the week her baby is due, the employer may legitimately trigger the
start of the employee's maternity leave. A desire to allow the employee time to
relax before the birth would not, however, entitle the employer to insist on,
or even request, that the employee begin her maternity leave any earlier than
the date she had notified as the start of her maternity leave.
Where a pregnant employee's job involves heavy lifting and there is no lighter work available for her to do can the employer insist that she start her maternity leave early?
Where a pregnant employee is suspended on health and safety grounds will this trigger her maternity leave at a certain point?
Where an employee plans to start her maternity leave on the day that her baby is due can she postpone her start date if the baby does not arrive on time?
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