The law can be confusing and often a breakdown in communication between a pregnant woman, or new parent, can be the result of concern an employer might say the wrong thing. Keeping those communication lines open but being confident you won’t say or do anything that could get you in to trouble can pay dividends in terms of staff wellbeing and retention. In this workshop we will run through what your legal obligations are and what best practice looks like when managing pregnant women, staff taking parental leave and parents returning to work after a period of leave. This will build confidence for the future and reduce any risks of unhappy staff or, worse, a law suit.
We will cover:
Legal obligations if a member of your team makes a flexible working request
An overview of what would constitute discrimination in the eyes of the law
Legal obligations during recruitment
Legal obligations when a member of staff tells you they are pregnant
Best practice when managing a pregnant member of your team
Legal obligations during maternity or paternity leave
Best practice during maternity or paternity leave
Legal obligations when a parent returns to work
Your line managers will feel more confident having open conversations with pregnant women and parents in the workplace
Greater assurance that line managers will not risk a potential law suit
Pregnant women and parents feel as though they are being better supported and are therefore more likely to stay with the organisation
This will be a 6 hour workshop, with breaks, for up to 15 members of staff.