End of maternity Leave- returning to work

When you get back to work after the completion of maternity leave, it is a known fact that you have the right to do the same job with the same terms and conditions as if you hadn’t been absent.

Flexible working

As the parent of a child under 16, you can always request for a flexible working pattern. This can help you attain a balance and neither your newly born baby nor work gets affected. Mostly all employers must consider the request and respond in writing.

Breastfeeding

• You should let your employer know if you are planning to breastfeed when you make a return to work. Ideally it is advised that you should do this before you return so that your employer has ample time to plan.
• Your employer must also carry out a risk assessment to identify the risks involved as a breastfeeding mother. If there are any risks involved, then your employer must make sure to remove all the possible risks or make alternative arrangements for you. If possible your employer must also provide suitable rest facilities for you.
• Although this is not considered as a legal requirement, but most of the time, the employers are encouraged to provide a private, healthy and safe environment for nursing mothers to express and store milk.

Taking parental leave after maternity leave

• If you as a nursing mother feel that you require more time off to look after your child, then it is possible that you opt for parental leave after the completion of maternity leave. It is actually possible to opt for almost four weeks of parental leave at the end of your maternity leave without affecting your right to return.
• It is not necessary that the Parental leave will have to follow straight on after maternity leave. It is possible for any working mother to opt for parental leave at a later stage after returning to work.

What to do if you have problems

• If you are being denied of the above mentioned rights, then you can talk to your employer. If you already have the presence of employee representative (eg a trade union official), it is possible to expect some help from them.
• If this also doesn’t work, you can make both verbal and written complaint using your employer’s internal grievance procedure.
• If you are still unhappy, you can lodge a complaint to an Employment Tribunal.