maternity Search Results

8 results. Click on a title for more information and a preview.

Acknowledgement of maternity leave - eligible for Maternity Pay

Used by the employer to acknowledge the employees intention to commence Maternity Leave, and that they are eligible for Maternity Pay.

Managing People > Parental

Acknowledgement of maternity leave - not eligible for Maternity Pay

Used by the employer to acknowledge the employees intention to commence Maternity Leave, that they are not eligible for Maternity Pay, and what their options are.

Managing People > Parental

Maternity leave notification form

Used by the EMPLOYEE to notify the employer that they are pregnant and when they will commence Maternity Leave, giving options covering what Ordinary Maternity Leave (OML) and Additional Maternity Leave (AML) they will be taking, and whether they will be using any of their holiday entitlement at the beginning or end of the Maternity Leave period.

Managing People > Parental

Maternity leave notification letter

Used by the EMPLOYEE to notify the employer that they are pregnant and when they will commence Maternity Leave, and requesting whether they are entitled to Maternity Pay.

Managing People > Parental

Maternity leave return to work notification letter

Used by the EMPLOYEE to give notice that they will be returning to work as planned.

Managing People > Parental

Maternity leave return to work reminder letter

Used by the EMPLOYER as a reminder to the employee to confirm whether they will be returning to work as planned, or not.

Managing People > Parental

Equal opportunities

The Equal Opportunities Policy provides specific protection to the Company in respect of the Age Discrimination Regulations that came into force in October 2006. This Policy follows ACAS guidelines to comply with the Age Discrimination Regulations, and fulfils requirements previously required by the Sex, Race and Disability Discrimination Acts and other relevant Regulations.

It is against the law for a company to discriminate against anyone on the grounds of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. Similarly if your employees discriminate against a colleague or customer your company could be held vicariously liable for their acts, and be responsible for paying the compensation or damages to the victim of the discrimination.

If a company can prove that it has done all that was reasonable to prevent the discriminatory acts from occurring then its liability can be reduced or entirely eliminated. Having an equal opportunities policy, and apprising all staff of its existence is one of the things that a reasonable employer should do.

Employee Handbook > Equal opportunities

Maternity leave and pay

Employee Handbook > Parental and flexibility