A key focus when dealing with maternity leave is ensuring you are up to speed with employment rights of the mother-to-be before, during, and after maternity leave, and rightly so. As pregnancy and maternity are protected characteristics it is essential you get this right. However, it should not be the only focus. Proactively managing the impact of maternity leave on the business is often forgotten, and less often spoken about.
In truth, managers and leaders often have concerns that maternity (or any type of parental leave) will impact the business in a negative way. Sometimes it is seen as an inconvenience due to past experiences which have not been managed well. Whilst most managers know it is not acceptable to air these concerns, the reality is, sharing pregnancy news with a manager can sometimes be met with – at best – a less than enthusiastic response and – at worst – open disappointment.
It is a common reality for a mother-to-be to dread the prospect of telling their boss their news.
Before jumping on the technical wrongs reacting negatively due to employment law, it is important to remember this type of reaction is often underpinned by the fact the person going on leave is hugely valued by the business. The manager is ultimately concerned about how they will manage without that person. They are worried about potential costs to the business and may not have enough knowledge or experience in how to manage it effectively.
If you want to improve how your business manages maternity leave; we recommend the following approach:
- Plan ahead
New parenthood should be not unexpected. New parents exist in all industries, in all job roles and with a range of responsibilities that will need covering. Family leave of some length and type is inevitable in all businesses, so it is best to be prepared. Knowing how to manage the impact proactively and seeing it as something positive for the business rather than a disruption is key.
Employees are required to give 15 weeks’ notice to their employer of their expected due date. They are required to give 8 weeks’ notice if they want to change their maternity leave start date and they will have an anticipated return date. This gives plenty of time to make the right plans as long as it is utilised. Recruitment always takes longer than you expect, so don’t fall into the trap of leaving it until the last minute.
- Think about the type of person who is suited to cover an interim role (not just their technical skills)
Interim assignments require a particular approach, especially a maternity or family leave cover. They are caretaker roles where the incumbent is likely to be returning. The type of person who can fill an interim role effectively will be someone who can hit the ground running, learn fast and build relationships quickly. They need to be comfortable keeping things ‘ticking over’ and not necessarily making longer term changes.
Interim roles can benefit someone internally as a development opportunity. It can be a chance to try out a new role and perhaps take on a temporary increase in responsibility which will aid their personal development.
Interim roles can be a useful opportunity for the business to try out talent, hiring in someone on a fixed term contract who is looking for a career move, or an interim consultant who is used to fulfilling short assignments. These individuals can bring new ideas and experience to the business.
- Manage the handovers and transitions at both ends
Someone leaving to go on maternity leave should be tasked with providing an excellent and thorough handover to their maternity cover. This will ensure the interim person has the best chance of success. If the business can afford it, a period of cross over can be very beneficial.
The relationship between a maternity employee and their interim cover can be complicated if not handled properly. The person going on leave may feel concerned they will be overshadowed, or that changes will be made in their absence that are not in-keeping with their own approach.
The interim person may be hoping to make a good impression to see if the assignment may lead to a permanent opportunity within the business.
- Encourage open dialogue
People on maternity leave receive a high level of legal protection and although this has been implemented with good intent, it can result in line managers being afraid to have open conversations about the situation. This can result in the individuals covering maternity leave being left unsure about what is happening and not knowing the likely return date of the employee on maternity leave.
Businesses are often afraid to approach employees who are on maternity leave to discuss their plans. However, it is important all parties know where they stand, and everyone is kept updated.
- Know the law
Maternity and other family leave law is undoubtably complicated, therefore it is essential to take the time to understand the statutory parameters you are working within.
By knowing your legal obligations, you will be able to manage the maternity leave with more confidence and ensure you supporting your employee through their journey, building long term loyalty and commitment, as well as using the experience to benefit the business in other ways.
For more information on dealing with maternity and all types of family leave, please contact us on hello@emphasis.uk.com or call on 01794 874232.
