Maternity leave - University of Oxford

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with their department.If a woman wishes to take annual leave at the end of her maternity leave period, she isdeemed to have returned to work at the notified date and then she may take her annualleave as agreed with her department.Other benefitsDuring the whole period of maternity leave the employee is entitled to receive all hercontractual benefits with the exception of remuneration. This includes all non-cash benefitssuch as childcare vouchers.
AFTER THE MATERNITY LEAVEThis section explains:an employee's rights on returning to work following maternity leavethe health and safety provisions which apply to new mothers at workwhat happens to pensions contributions during maternity leavematters relating to taking time off to care for sick dependents or domesticemergenciesRights on return to workAn employee who returns to work after maternity leave is entitled to return to the same jobon the same terms and conditions as if she had not been absent, unless a redundancysituation has arisen.In addition, if there is a reason other than redundancy which means that it is not reasonablypracticable for the University to take her back to the same job, she is entitled to be offeredsuitable alternative work, if this can be identified.Employees who have children aged under 17 (or disabled children under 18) have the rightto request flexible working and the employing department has a duty to seriously considerthat request. If an employee wishes to work a flexible working pattern on a temporary basisto ease her return to work, she should discuss this with her department as soon as possible.Employees returning from maternity leave also have a separate entitlement to parental leavewhich is a period of unpaid leave. See also Additional Paternity Leave.A woman who is pregnant, has recently given birth or is breast-feeding, and is unable tocontinue in her post on designated health and safety grounds, will be offered alternativework or, where none is available, be suspended on full pay until such times as she is able toresume her duties.Health and safetyThe University is required to protect the health and safety at work of all employees, includingnew and expectant mothers and mothers who are breastfeeding.The Management of Health and Safety at work Regulations 1999 require employers toassess risks to their employees, including new and expectant mothers, and to do what isreasonably practicable to control those risks.The University is required to carry out a specific risk assessment paying particular attentionto risks that could affect the health and safety of the new or expectant mother or her child.Once the department has been informed by the employee that she is pregnant, recentlygiven birth or is breastfeeding, the risk assessment should be carried out. For furtherinformation please contact the University Safety Office.There is no statutory right to time off work for breastfeeding mothers.
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Page 9 and 10: DURING THE MATERNITY LEAVEThis sect
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Page 16 and 17: SUMMARY OF THE MATERNITY LEAVE SCHE
Page 18 and 19: MANAGING THE LEAVE - CHECKLIST FOR
Page 20 and 21: EMPLOYEES’ MATERNITY LEAVE PLANBe
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Maternity leave - University of Oxford

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