Image Border - Irish Business and employers confederation

The legislation covers all pregnant employees, employees for a
period of 14 weeks after they have given birth and 26 weeks
where the employee is breast-feeding, provided the employee
has informed their employer of their condition.
The legal provisions on maternity in employment are
contained in the Maternity Protection Acts 1994 and 2004, the
Unfair Dismissals Acts 1977 - 2001 and the Safety, Health and
Welfare at Work (pregnant employees) Regulation 2000.
1.2 Conclusions
to the employee's circumstances and avoid a one-size-fits-all
approach.
Employees may need assistance drawing up a business case to
submit to their employer.
Policies and procedures are only part of an employer support
measure. Approachability of managers, good employeeemployer
communications, employee-employer trust and
embracing a culture of change are also key elements of
success for a supportive childcare employer.
Employers need to be very aware of and follow legislation and
procedures affecting maternity not only in respect of leave
entitlements but to health and safety matters, unfair dismissal
and legislation related to flexible work arrangements.
There are many examples of very significant benefits to
employers embracing childcare support measures including
enhanced image, reputation, lower costs of recruitment,
retention and training, reduced absenteeism and increased
motivation.
There is a wide range of measures being taken by employers
to help parents meet their childcare and work responsibilities.
Many employers exceed the statutory requirements in relation
to maternity.
Employer-employee trust may require a pre-defined tenure
before an employee becomes entitled to certain flexible work
arrangements.
Transferring good practice across organisations would be
supplemented greatly by shared learning groups
understanding what employers are and can do.
There is an opportunity to set up and run a good practice
award scheme in relation to childcare in the Republic of
Ireland.
County Childcare Committees should also compile examples of
and highlight what various size companies are doing in
relation to supporting childcare.
The most feasible options for small- and medium-size
companies are likely to be flexible working arrangements and
measures related to the provision of information.
Flexible working times are likely to be part of the provision of
large companies but the provision of childcare facilities or
contracting existing childcare facilities are also likely to be
more relevant for large companies.
IT enables the implementation of more flexible working
arrangements. IT combined with flexibility may be the key to
future competitiveness.
The employee needs to take some of the responsibility and
initiative in presenting a business case to the employer that
meets their childcare needs and the employer's business
needs. This offers the opportunity to customise the measure
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