The ML2 should be completed as soon as possible so that any risks can be identified and addressed. On receipt of the ML1 and ML2 forms HR Services will write to the employee, confirming details, including the date when her maternity leave will end. This will be sent within 28 days of receiving the forms. HR Services will confirm the date the employee is expected to return to work if she takes her full 52 week entitlement to maternity leave.
The Manager should consider options for covering work during maternity leave and can contact their HR Advisor for assistance if required. For an employee taking maternity leave in accordance with the Statutory Maternity entitlement only, and where she is intending to return at the end of her total maternity leave ie after 52 weeks, there is no formal requirement to complete an ML3. All other employees must confirm a return to work date by completing an ML3 and send it to HR Services.
This should be done at the earliest opportunity and normally at least 8 weeks before the planned date of return. When the employee returns to work, she must complete a second ML2 risk assessment. Her manager will add detail, where appropriate, and send copies to HR Services, the Director of Health and Safety, and retain a copy within the department. Once again, if there are any issues arising from the Risk Assessment, the employee or her manager may contact the Director of Health and Safety Ext or the Occupational Health Advisor Ext for advice and guidance.
Employees may also wish to access the University's confidential counselling service. Implementation of the Policy and Procedure will be monitored through reports from ResourceLink and notified to Equality and Diversity Committee. Human Resources Policies and guidance Attendance, leave and absence. Introduction Regardless of length of service or hours of work, expectant mothers are entitled to up to 52 weeks maternity leave. All pregnant employees, regardless of length of service or hours worked, must take a minimum of 2 weeks maternity leave immediately after the birth of their child.
She must follow the associated maternity procedure. The table below shows the criteria required for each category. SMP is based on an employee's earnings in the eight week period up to and including the 15th week before her baby is due 'the qualifying period'. SMP, and consequently maternity leave, cannot start prior to the 11th week before the employee's EWC. SMP can start from any day of the week in accordance with the date the employee starts her maternity leave.
SMP is payable irrespective of whether or not the employee intends to return to work after maternity leave. An employee on a career break will not be eligible for OMP. To qualify she must have been employed or self-employed for 26 weeks out of the 66 weeks before the EWC.
Notification of pregnancy - requirements for starting maternity leave The employee is advised to notify her manager of her pregnancy as soon as possible so that a health and safety risk assessment may be carried out. It is recommended that the employee and her manager meet to plan arrangements and to discuss any potential issues anticipated, or arising, due to the pregnancy.
Maternity leave will start on whichever date is earliest: The employee's chosen start date ie any time after the beginning of the 11th week before the employee's EWC or The day after the employee gives birth, in the case of a Premature Birth; or The day after any day on which the employee is absent for a pregnancy related illness in the four weeks before the EWC Applying for Maternity Leave Form ML1: Application for Maternity Leave and Risk Assessment Form ML2: Risk Assessment for Pregnant and Breastfeeding Employees It is the employee's responsibility to complete forms ML1 and ML2: The ML1 must be completed by, at least, the 15th week before the expected week of childbirth EWC or as soon as is practicable thereafter confirming: that she is pregnant her EWC the date she intends to commence maternity leave The ML2 should be completed as soon as possible so that any risks can be identified and addressed.
The employee should pass the completed forms to her manager who is responsible for checking them and, where appropriate, adding comments to the ML2, before sending both forms to HR Services. If either the employee or her manager have concerns arising from the Risk Assessment and the demands of the job they may contact the Director of Health and Safety Ext or the Occupational Health Advisor Ext for advice and guidance.
Confirming the details of maternity leave On receipt of the ML1 and ML2 forms HR Services will write to the employee, confirming details, including the date when her maternity leave will end. Changing the start date of maternity leave An employee may bring forward, or postpone, her maternity leave start date providing she does so in writing, giving at least 28 days' notice of the new date or as soon as is reasonably practicable.
Notification should be sent to her manager, copied to HR Services. If the baby is born before the intended start of maternity leave, HR Services should be advised in writing of the baby's date of birth.
Support after the birth is important, too, making sure the mother and baby are healthy and well and providing breastfeeding guidance. Who provides maternity care? Midwives, general practitioners— sometimes called family physicians— and specialists obstetricians all provide maternity care. Some women also see other health professionals and community workers.
Anything from an endocrinologist to a social worker, a psychologist to a dietician, all these people ideally work together to support her pregnancy and birth. How are maternity care systems set up? There are different ways of organising maternity care services. This is referred to as models of care.
There are four main models of care. Midwifery continuity of care, or caseload midwifery, involves care from a known midwife. It is often referred to as midwifery group practice.
Women have the same midwife caring for them throughout pregnancy, labour, and birth, and following birth, with the midwife involving other care providers if they are needed. This model of care is often extended for up to six weeks after the birth. GP shared care is where the GP provides pregnancy care, and labour and birth care is provided by hospital midwives and doctors.
Sometimes the GP may also oversee labour care and be there for the birth. The GP remains in contact with the mother and baby, providing care for the family after the birth. Obstetric-led care is often referred to as a medical model of care. In this model, an obstetrician— that is, a doctor who specialises in pregnancy and birth— provides or oversees pregnancy care. Labour is monitored by midwives with the obstetrician usually attending the birth itself.
There might be a three to five day hospital stay and very limited care once home. Hospital or clinic care involves attending a hospital or clinic for all care during the pregnancy and birth, seeing a wide variety of doctors and midwives, usually whoever is on duty that day. There is often a short hospital stay and sometimes a few home visits after the birth.
How to use maternity in a sentence Denied the opportunity to attend medical lectures, she studied midwifery at the maternity hospital. Determined to practice medicine, two sisters defied conventions Janet Golden February 5, Washington Post. The future of maternity workwear is all in the details Rachel King January 31, Fortune. What's Up With U. Maternity Leave? There and Back George MacDonald. The Book of Life: Vol. I Mind and Body; Vol. The state of being a mother; motherhood.
The feelings or characteristics associated with being a mother; motherliness.
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