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Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And Childcare

Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And Childcare

Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And Childcare

Missed our Working Mums Club Facebook chat with maternity rights and flexible work expert Sarah-Jane Butler? Dont worry, you can read all her advice here

Twice a month at MotherBaby we bring you the Working Mums Club Facebook chat ndash; a chance to get your questions answered about work, childcare and motherhood. This week, Sarah-Jane Butler was on standby to answer your questions.

Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And ChildcareSarah-Jane Butler

If you missed the chat, heres what happenedhellip;

“They should come back to you within three months of your original request”

To be honest, the penalties for breaching the old procedures were pretty limited and the time limits could be extended if the key decision maker at the place of employment was on holiday for example. The only recourse you really had was to go to an employment tribunal and make a complaint, which doesn’t really help. They should now come back to you within three months of your original request.

“Fathers do not currently have the right to take time off for ante-natal appointments with their spouse”

Where do I stand being on maternity leave and not securing a post in a new restructure at work? They’re getting me ring-fenced to a post at a lower grade, and protecting my salary if I am successful at interview. I didn’t think I needed an interview?

The terms and conditions of any new job must be not substantially less favourable than your original job. You should be given first refusal of any suitable alternative job and you should not have to attend interviews as you have priority over other workers being made redundant (who are not on maternity leave).

“If there is a suitable job available during a redundancy process, then anyone on maternity leave gets preference over other employees”

However, if it is not reasonably practicable for the employer to let you return to your old job, an employer should offer you a job that is both suitable and appropriate for you to do on terms and conditions that are no less favourable than those for your original job. If an employer offers the employee a job that fulfils the criteria above and she unreasonably refuses it, she will have effectively resigned.

In addition, as an employer, including a parent employing a nanny, you will also have to keep records of the automatic enrolment process. If you fail to comply with your duties, the Pensions Regulator may take enforcement action and issue a notice and / or a penalty.

“You do not currently need to pay nannies a pension but you will have to by April 2017”

There is an option for employees to opt-out and they have a month to opt out from the day they officially become a member of the scheme. So an employer will still have to set up a pension scheme and register before the employee can opt out. Plus an employer will still have to keep records even if their employee(s) have opted-out. Any payments already made into the scheme will be refunded. Employees who opt out can rejoin at any time and employers will also have a duty to automatically enroll employees back into the scheme approximately every three years provided that the employee is still eligible.

If you only started in October and you were dismissed in January, then you would only have approximately 17 weeks of service. You will not get SMP if you are made redundant and stop being employed BEFORE your qualifying week (the 15th week before your baby is due) but you may be able to claim Maternity Allowance. If you are made redundant and stop being employed AFTER your qualifying week but before you start your maternity leave, you are still entitled to SMP.

“If your employer has deliberately dismissed you in order to avoid paying you SMP which you would have otherwise qualified for, your employer automatically becomes liable to pay it”

Pregnancy is one of the protected characteristics for which you can claim unfair dismissal and discrimination before you have been working there two years so if you can show clearly that you were asked to leave because you were pregnant, then you may possibly have a case. Do speak to Citizens Advice or ACAS and they might be able to help you further.

  • What professional qualifications and experience do the staff and management have and how do they manage ongoing professional development.
  • Does the nursery meet safety and hygiene standards?
  • What is the adult/child ratio?
  • Are they sensitive to matters relating to gender, religion etc.
  • How does the learning environment look and feel?
  • Are there fun learning activities planned on a daily basis?
  • Are you and your child welcomed warmly?
  • Are you able to view and understand the policies and procedures?
  • How will you be involved in planning your childs care?
  • How will your child be encouraged to feel happy and confident whatever his/her abilities?
  • How will your childs special needs be met such as diet, naptime etc.?
  • How is discipline managed and will your preferences be met?

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Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And Childcare

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Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And Childcare

Weve donned our best Zara combat trousers to fight our way through the jungle of information out there – just so you dont have to. And here are the need-to-know facts…

Working Mums Club: Find Out The Latest Expert Advice On Maternity Rights, Flexible Work And Childcare

Looking for a new job that works around your childcare? Start on the right note with these ideas

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