Leeds law firm calls for clearer communication in the workplace after poll shows new mothers feel “discriminated” against
A Leeds law firm has called for greater communication and co-operation between employers and employees who are pregnant or returning to work following maternity leave.
Winston Solicitors LLP was responding to news of a survey revealing that one in four pregnant women or new mothers feel discriminated against in the workplace. The survey of 2,000 new mums, found that a quarter felt they received unfair treatment, although the majority did not take the matter further by making a formal complaint. Half of those questioned felt left out or not taken seriously when returning to work as a new mother, while a third felt it “impossible” to progress in their career after giving birth.
TUC general secretary Frances O’Grady condemned “pregnancy discrimination” and alleged that some employers were still living in the dark ages. She added that the introduction of new tribunal fees would ensure that many women with genuine complaints would be forced to suffer in silence. The government, through employment minister Jo Swinson, said it is committed to ensuring that businesses make the best use of women’s talents and added that shared parental leave and pay will come into force in 2015 to give couples freedom to choose the care for their child in the year following the birth.
Winston Solicitors believes that the survey highlights the uncertainty on both sides in dealing with pregnancy and maternity leave and calls on the two parties to work together to achieve the best outcom
Paul Grindley the firm’s head of employment, said: “In my experience of advising with employers, many panic when an employee announces a pregnancy and immediately consider the impact on the business rather than the impact on the woman. This rightly or wrongly makes the woman feel her pregnancy is unwelcome when actually it’s often simply an instinctive reaction to ensure continuity of the business.
She added: “The best way forward for women and their employers is to work together and to ensure that there is a clear and open line of communication. Pregnancy and related maternity leave can be managed productively with give and take on both sides. Clear policies relating to maternity leave and equal opportunities combined with regular positive contact from HR will also help. In these times of recession the tide is changing and most businesses are now looking at finding more flexible ways of working which are often more cost effective. In this regard women returning from maternity leave who may wish to work part time or flexibly may actually be a more attractive proposition.”
