When managing maternity leave, employers naturally focus on understanding and complying with the rights of the employee before, during and after their leave. Given that pregnancy and maternity are protected characteristics, it is essential to get this right.
However, compliance should not be the only focus. Businesses also need to think about how they will manage the temporary absence and ensure a positive experience for everyone involved.
In reality, managers can sometimes worry about the impact of maternity leave on their team or workload. These concerns often stem from uncertainty about how work will be covered, the costs involved or a lack of experience in managing maternity leave effectively.
For many expectant parents, sharing pregnancy news with their employer can feel daunting. A less-than-positive reaction, even if unintended, can significantly affect the employee’s experience. It is important to remember that concerns are often driven by the fact that the individual is highly valued and their contribution will be missed. With good planning, these worries can usually be addressed successfully.
If you want to improve how your business manages maternity leave, consider the following:
Plan ahead
Maternity leave is a normal part of working life and something every employer is likely to experience. Rather than viewing it as a disruption, businesses should approach it as a workforce planning exercise.
Employees must notify their employer of their expected week of childbirth by the end of the 15th week before the due date and provide notice if they wish to change their maternity leave start date. This gives employers valuable time to plan arrangements and put appropriate cover in place.
Recruitment and training typically take longer than expected, so early planning is essential.
Think beyond technical skills
Covering a maternity leave vacancy requires more than simply matching technical knowledge.
Successful maternity cover candidates are often people who can learn quickly, build relationships fast and become effective in the role within a relatively short period. They need to be comfortable stepping into an established position and maintaining continuity while the employee is away.
Maternity cover can also create valuable development opportunities. Internal employees may welcome the chance to broaden their skills or take on additional responsibility on a temporary basis.
External maternity cover appointments can also bring fresh perspectives, new ideas and different experiences into the business.
Manage both ends of the transition
A thorough handover is critical to a successful maternity leave arrangement. The departing employee should be given sufficient time to document key information, transfer responsibilities and support the transition.
Where possible, a short handover period between the employee and their cover can provide significant benefits.
It is also important to recognise the dynamics involved. Employees going on leave may feel concerned about changes being made in their absence, while maternity cover employees may be keen to demonstrate their value and secure future opportunities.
Clear expectations and open communication can help both parties feel confident about their respective roles.
Encourage open communication
Because maternity leave is supported by extensive legal protections, some managers can become hesitant about discussing plans and expectations.
In reality, sensible and supportive conversations are important. Employees on maternity leave, their managers and any interim cover all benefit from understanding likely timescales, expectations and business arrangements.
Maintaining appropriate contact throughout maternity leave helps ensure everyone remains informed and can prevent uncertainty or misunderstanding.
Understand your legal responsibilities
Maternity and family leave legislation can be complex, making it important for employers to understand their obligations and seek advice where needed.
A good understanding of the legal framework allows managers to handle situations confidently, support employees effectively and avoid unnecessary risk.
When managed well, maternity leave can strengthen employee loyalty, improve retention and demonstrate a positive and supportive workplace culture.
Need support?
Whether you need advice on maternity leave, paternity leave, adoption leave, shared parental leave or other family-friendly rights, we can help.
Contact us on 01794 874232 or email hello@emphasis.uk.com to discuss how we can support your business.
