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Which employees are included in the term "new or expectant mother"?
Is an employer obliged to carry out an individual risk assessment for all pregnant employees?
Why is it important for an employer to keep the risk assessment for a pregnant employee under review?
Where a risk to a pregnant employee has been identified that cannot be avoided, what is the first step that the employer should take?
What adjustments to a pregnant employee’s working conditions or hours of work might an employer make?
Where an employer reduces a pregnant employee's working hours to avoid a risk to her health and safety, can it reduce her pay accordingly?
Is an employer obliged to respond to a pregnant employee's demands to change her hours or duties, where a risk assessment does not identify a necessity to change them, and the employee submits no medical certification on the matter?
Where it is not reasonable for an employer to alter a pregnant employee’s working conditions or hours of work, or doing so would not avoid the risk to her health, what should it do?
What does "suitable" alternative work mean in relation to a pregnant employee who cannot do her normal job for health and safety reasons?
What are the consequences for a pregnant employee of refusing an offer of suitable alternative employment made for health and safety reasons?
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?
Can an employer offer an employee less money for alternative work during her pregnancy where she cannot do her normal job because of the risks involved?
Where a pregnant employee is suspended on health and safety grounds will this trigger her maternity leave at a certain point?
Can an employee return to work immediately after having given birth?
Is an employer obliged to carry out an individual risk assessment for all new mothers returning to work from maternity leave?
Where a risk to a new mother has been identified that cannot in itself be avoided, what is the first step that the employer should take?
What adjustments to a new mother’s working conditions or hours of work might an employer make?
Where an employer reduces a new mother’s working hours to avoid a risk to her health and safety, can it reduce her pay accordingly?
Where it is not reasonable for an employer to alter a new mother’s working conditions or hours of work, or doing so would not avoid the risk to her health, what should it do?
What does "suitable" alternative work mean in relation to a new mother who cannot do her normal job for health and safety reasons?
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