16. If you are pregnant, you must notify your Head of Group/Office and the Human Resources Office, in writing, of your intention to commence Maternity Leave at least 15 weeks before the date your baby is due to be born. Your notification should include:
- the fact that you are pregnant and your due date; and
- the date you intend to commence your period of Maternity Leave.
17. To support your manager in planning to cover your leave, it would also be helpful if you were able to indicate at this stage:
- how much of the 52 weeks Maternity Leave period available to you that you wish
to take; and
- how you wish to use your annual leave entitlement.
18. Individual circumstances will be taken into consideration if you are unable to provide notice within the prescribed timescales.
19. You must submit your Maternity Certificate (MATB1) from your doctor or midwife stating your due date to the Human Resources Office. This certificate should normally be submitted at least 13 weeks before your due date. The SPCB cannot pay you contractual and/or statutory Maternity Pay without this certificate.
Confirmation of Maternity leave
20. The Human Resources Office will acknowledge your notification in writing as early as reasonably practicable but no later than within 28 days of receipt, advising you of the end date of your Maternity Leave. Unless you have indicated otherwise, this date will be calculated on the basis that you will take the full period of 52 weeks Maternity Leave.
Changing Date of Maternity leave Commencement
21. If necessary, you may subsequently change the date on which you wish your period of Maternity Leave to start, providing that you give a minimum of 28 days’ notice of this change to your Head of Group/Office and the Human Resources Office in writing. In such circumstances, the Human Resources Office will acknowledge this change in writing as soon as reasonably practicable but no later than within 28 days of receipt.
Health and Safety Pregnancy Risk Assessment
22. On receipt of formal notification of your pregnancy, the Human Resources Office will contact your line manager to confirm that a pregnancy risk assessment has been carried out for you and, if not, will advise him or her to make the necessary arrangements to do so. The purpose of the risk assessment is to identify any potential risks you and your baby may be exposed to at work and to take steps to reduce or avoid any such risks.
23. If a significant risk is identified, the SPCB will take all reasonably practicable measures to avoid the risk. Your line manager may seek advice from the Health and Safety Adviser and the Human Resources Office to determine what reasonable adjustments can be made to protect you. These may include making temporary adjustments to your working conditions and/or finding you suitable alternative work if it is available on no less favourable terms and conditions of employment.
24. If none of the options above is feasible, the SPCB will suspend you from work on full pay on maternity grounds.
Ante-Natal Care Appointments
25. You are entitled to take reasonable time off with pay to attend ante-natal care appointments made on the advice of a registered medical practitioner, registered midwife or registered health visitor. Ante-natal care may include:
- appointments with your midwife;
- ante-natal classes;
- relaxation classes; and
- parent craft classes.
26. Time away from work should be cleared in advance with your line manager in the normal way. You should try, where possible, to arrange your appointments at a time which will not disrupt normal business.