1. Proposed Maternity, Paternity & Adoption Policy

2. Why?
Trend in Government legislation has been increasing “family friendly rights”
Spirit of the legislation encourages and supports new parents to bond with their child.
General move towards contributing to a greater awareness of parents’ needs in the workplace
Real debate over effective work-life balance
UK Fire Service has specific problem in the recruitment & retention of women.

3. Why? Pregnancy often a time when women re-evaluate their options
The cost of losing a competent, skilled employee is always high. Employee turnover costs include – recruitment, selection, training, development
Research demonstrates that the treatment women receive during pregnancy affect the likelihood of their return to work.
Early return to work due to financial constraints could have detrimental effect on well being of parents and children

4. Benefits to the Organisation
Retain the unique skills and experience of women in our workplace
Cut the cost and added work of further recruitment and training
Build a reputation as an employer of choice for women
Build loyalty among existing female employees who appreciate the commitment
Parents return with the confidence to manage their childcare = less disruption

5. Benefits to the family unit
Research shows that infants become attached to adults who are sensitive and responsive in social interactions with them and who remain as consistent caregivers for some time
Bonding is a gradually unfolding experience that can take hours, days, weeks, or months to develop – not all mothers have the nurturing instinct from birth.
Offers time to deal with post-birth or health problems that tend to occur more with babies
Allows regular health screening/development clinics to be attended

6. Benefits to the family unit
Confidence building in management of the child
Network with other mothers – share experience, establishes support network
Less strain on the family unit

7. Notification Assignment of a Family Liaison Officer
Confidential point of contact
Consistency of treatment
Clinician - able to assist in making an informed decision

8. Ante Natal Care Routine medical appointments
Ante natal classes – birthing, parentcraft
Fitness activities
Clinical appointments eg scans for partners – important in support

9. Adoption / Fertililty
Adoption – time off for placement and match meetings
Fertility treatment
- time off for hospital appointments
- 2 weeks paid leave following embryo implantation

10. Working Arrangements
Full consultation with the employee regarding her working arrangements in conjunction with Occupational Health (Family Liaison Officer) – the employer should not assume “they know best” or that “one size fits all”

11. Maternity Benefits
Legislation – 52 weeks leave with full contractual benefits
Maternity Pay
- less than 12 months continuous service as per statutory entitlement (90% salary for 6 weeks, statutory maternity pay 33 £117.18)
- more than 12 months continuous service
39 weeks full pay
13 weeks half pay
Employees must return to work for a minimum of 3 months to retain the enhanced benefits.

12. Keeping in touch
Frequency and method of contact to be agreed between employer and employee prior to commencement of maternity leave
Employees to be sent routine orders to ensure they are kept informed of any promotion or career opportunities
“Keeping in Touch” days – legislation allows up to 10 KIT days for mothers on maternity leave to refresh or update their skills or to just keep in touch with the work of the department. Employees to agree these with the employer – full pay to be paid for these days. Employees to be encouraged to take advantage of these.

13. Returning to work
All employees have a right to request flexible working, each case will be considered based on the feasibility of the request. There is not an automatic right to work flexibly
Employees who return to work on a phased basis will only receive payment for the hours they work
Meeting to be arranged on return to work to assess any re-training/development needs

14. Indicative Cost Implications
Cost per employee
Existing
Proposed
Grade 3
5865
13591
Grade 4
6350
15529
Grade 5
6911
17768
Grade 6
7531
20242

15. Thank you
Any Questions?