HEALTH & SAFETY FOR PREGNANT WOMEN

Please note that this is an archive article from 2000. Check more recent articles at Employment Law Updates for any further developments.

This bulletin serves as a reminder of the obligations on employers with respect to the health and safety of pregnant women.

RISK ASSESSMENT:

Employers of women of childbearing age, whose workplace or work activity could involve a risk to health or safety of a new or expectant mother or her baby are required by law to assess the risks to health and safety of that work.

If risks are identified, details should be given to all women of childbearing age in the workplace and employers should explain what they will do to ensure that new and expectant mothers are not exposed to the risks that could harm them.

It is advisable to carry our risk assessments periodically, even for lower risk working environments such as offices, and whether or not any staff members are pregnant at the time.

AVOIDING THE RISK:

If a risk is identified, the employer should try to remove the hazard or prevent the exposure to the risk, or alternatively to reduce or remove the effect of the risk.

The three steps to remove an employee from the risk are:

* Temporarily adjust the working conditions and/or hours of work, or;

* Offer suitable alternative work, or;

* Suspend the employee from work as long as is necessary.

SUSPENSION ON FULL PAY:

Employees who are pregnant, have recently given birth or are breast feeding may need to be suspended from work if continued attendance may damage her or her baby's health.

Suspension will be required when, despite taking all practical measures, there is still a risk that could jeopardise the health and safety of the new or expectant mother or baby. Women on maternity suspension must be paid their normal wages as long as the suspension lasts.

LINKS:

ACAS: http://www.acas.org.uk/

Health & Safety Executive: http://www.hse.gov.uk/hsehome.htm

(based on DTI booklet PL705)

This bulletin is intended for general guidance only and should not be relied upon without detailed legal advice on your specific circumstances.

If you would like further information about this or anything else please e-mail lonemp@steeleslaw.co.uk or visit our web site www.steeleslaw.co.uk

This article copyright © 2000 Steeles Law. All rights reserved.