to think this is really not on (maternity leave)(359 Posts)
Having a baby, having your full time off, coming back for a month then announcing you're 4 months pregnant and will be off again. If you knew you were pregnant (or even trying) should you really go back to work, knowing that your employer was going to have to pay two salaries for one job?
I really don't know if this is standard practice and completely ok or whether it's unfair and cheating the system. It seems unfair and a bit immoral to me.
Surely it's good business to expect to have to replace people regardless of who you employ. People leave for all kinds of reasons including the fact that they just want to move on. To particularly dread having to employ women because you don't want to deal with maternity is a silly thing to say (particularly on a website like this) when you could have to replace people for all manner of reasons.
if someone leaves you know they aren't coming back so you have certainty and hire their replacement.
If a potential employer asked me about my plans for future children during an interview, I would walk out. Sorry, but it's so massively inappropriate you can only imagine what other kind of attitudes they hold. God forbid anyone take off the 13 weeks unpaid leave they are entitled to yearly if they have a child under 5.
The fact that you can't recruit and train someone to cover maternity leave is a failure on your part, you are not running an organisation very well if it is such a huge problem.
It pays to be a friendly, supportive employer; my employer bends over backwards to help me out and support me, so I return the favour.
Given that men can take a good chunk of time off when they have a baby now, it would seem the sensible thing to do was to just not employ anyone of childbearing age. So men under the age of about 13 and women outside of the 13-50 age range are about your only hope
You sound like a joy to work for.
Easily - if you are talking to me i have not mentioned questioning people in interviews.
My clients are happy. My staff are happy. MN isn't happy.
2/3 is good enough
What I really cannot cope with is how the present system encourages a year off in maternity leave but doesn't encourage employees to let employers know how they are progressing. In my business "I'm definately coming back" has in 100% of cases resulted in the employee eventually deciding not to come back at all, or to offer availability at a time of day when there is no work anyway.
Fortunately for me the applications submitted by older women tend to be beter made out and presented so we seldom get applicants under 40ish who get an offer.
you are not entitled to 13 weeks a year, you are entitled to a certain number of weeks per child between birth and either 12 or 16, these weeks must be taken as complete weeks,( ie no obligation to give odd days) the employer can turn it down say for instant 3 other staff weree off then but must give the requested number of weeks within 6 months
It's up to age 5, or until 5 years after adoption, unless the child has a disability (and in receipt of DLA or what will be PIP), in which case it's up to 18. I don't now about taking odd days, but my employer allows you to take it in short bits or longer blocks depending on why you need to take it. Your employer is also required to give you 'reasonable' time off to deal with emergencies involving a dependent and to make longer term plans for childcare for example if your child minder suddenly quits or dies, and they can not dismiss you or victimise you for doing so.
its up to 4 weeks per year unpaid up to 13 weeks per child
the rules state that generally max is 4 weeks per year in whole working weeks so if you work 3 days a week it is 3 days, it is per child not per job so if you have taken 8 weeks and you move jobs can take 5 with new employer, you need to have worked there a year before you can claim, unless child is disabled it should not be in less than 1 week blocks ( while an employer may allow this it is not really for 2 hours off to see scholl play)
you need to give 21 days notice
it can be delayed by employer for a good business reason ( ie would cause serious disruption) such as a company of 5 people when 2 were off already or say just before 5th of april if you are an accountant etc
but not by more than 6 months and not if by postponing would be after child is 5 so would not qualify, it can not be postponed if taken by father/partner immediately after birth/adoption the reson for refusal must be given within 7 days and a new start date suggested
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