{"id":55,"date":"2018-08-28T08:49:09","date_gmt":"2018-08-28T07:49:09","guid":{"rendered":"https:\/\/www.sage.com\/en-ie\/blog\/?p=55"},"modified":"2026-01-09T15:15:37","modified_gmt":"2026-01-09T15:15:37","slug":"supporting-your-employees-through-maternity-leave","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-ie\/blog\/supporting-your-employees-through-maternity-leave\/","title":{"rendered":"How to support your employees through maternity leave"},"content":{"rendered":"
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\n\t\t\t\t\t\tHow to support your employees through maternity leave\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

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\n\t\t\t\n\t\t\t\t\"Ashley\t\t\t\tAshley Thompson<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n

Once you\u2019ve been told that one of your employees is expecting a baby, you\u2019ll be hit with a range of emotions. It\u2019s not that dissimilar to finding out that you\u2019re expecting a child yourself.<\/p>\n\n\n\n

First, you\u2019re excited and pleased for your employee. But then you recognise that there\u2019s a lot of work to be done to make the maternity leave process as smooth as possible \u2013 for your employee, yourself and the rest of your business.<\/p>\n\n\n\n

With an effective process in place, you can limit the impact of an employee going on maternity leave and become a valuable source of support for them in this eventful time. This article will help you cover the necessary steps to make this a reality.<\/p>\n\n\n\n

Know your role<\/strong><\/h2>\n\n\n\n

Firstly, make sure you\u2019re familiar with your responsibilities and your employee\u2019s rights. This means you\u2019ll be in a great position to answer any questions they may have and offer useful guidance. The Maternity Protection Act 1994<\/a> and the Maternity Protection (Amendment) Act 2004<\/a>. can help you with this.<\/p>\n\n\n\n

Always carry out a risk assessment where new or expectant mothers may be exposed to working conditions that may harm the baby.<\/p>\n\n\n\n

Antenatal rights<\/strong><\/h2>\n\n\n\n

The expectant mother has the right to take time off with pay to attend any medical appointment related to her pregnancy.<\/p>\n\n\n\n

For the second and subsequent appointments, it\u2019s a good idea to ask for some evidence, such as an appointment card.<\/p>\n\n\n\n

In addition to these medical appointments, she is also entitled to take time off, with pay, to attend all but the last three classes in a set of antenatal classes. Remember to record any of these absences for antenatal appointments on your employee\u2019s absence record.<\/p>\n\n\n\n

Maternity leave rights<\/strong><\/h2>\n\n\n\n

When it comes to their actual maternity leave, your pregnant employee must give you at least four weeks\u2019 written notice of her intention to take maternity leave<\/mark> and a medical certificate confirming the pregnancy due date.<\/p>\n\n\n\n

You could create a maternity notification form and use it to record:<\/p>\n\n\n\n