She will be entitled to 26 weeks' ordinary maternity leave, irrespective of her length of service, provided that she gives you proper notice. In most cases , employees will also be entitled to maternity pay (see question 5) or maternity allowance (see question 21) during this period.

No. As a general rule, if you dismiss an employee for a reason connected with pregnancy (or maternity leave or parental leave), you will be liable for unfair dismissal as well as sex discrimination.

To be treated no less favourably than a full-timer. Like a full-timer, she has the right to return to her job after maternity leave. Yes - but make it plain that you are recruiting her (or him) to provide maternity cover, and will employ her on a temporary or fixed term contract. If the maternity cover lasts for one year or more, the replacement will acquire the right not to be unfairly dismissed.

A female employee in Ontario is entitled to 17 weeks unpaid maternity leave if she has been employed at least 13 weeks immediately preceding the estimated delivery date (laws vary in other provinces).

You have the same rights as before. Maternity leave does not break your continuity of employment, so your right to maternity leave for this baby will be based on your total service with your employer. You may also qualify for SMP as long as you meet the normal conditions. However, this will mean you will have to be receiving over ?79 per week from your employer in approximately weeks 18-26 of your pregnancy when SMP entitlement is calculated.

N.I. contributions can affect your Statutory Maternity Pay (SMP). SMP is based on the taxable salary, therefore it is advisable not to take childcare vouchers for this period.

There are different provisions about maintaining benefits while on leave, depending on your employment group and the type of leave of absence. Click on your employment group for more information on leaves.

During the first 26 weeks of leave (your OML period) your contractual rights (i.e. terms and conditions, such as a company car or paid holidays) continue as if you were still at work, apart from your normal pay.

The leave provisions of the Employment Standards Act include pregnancy leave, parental leave, family responsibility leave, bereavement leave, and leave for jury duty. For more information see the Factsheet 'Leaves and Jury Duty.'

No. Notice of Redundancy (included in RP50) cannot issue when a person is on Maternity Leave or indeed on Additional Maternity Leave. The Equality Authority are the experts on this and callers can be referred to them at (01) 4173333. (Lo Call – 1890 24 55 45). From the 1st March 2007 the first 26 weeks of maternity leave are fully reckonable for redundancy calculation purposes (up from 22 weeks since the 1st of March 2006).

A pregnant employee can start ordinary maternity leave any time after the beginning of the 11th week before the week in which the baby is due.

The NIH allows you to receive the same benefits as anyone employed by your institution. If your local policy is to allow 6 weeks of paid maternity leave, then you may draw salary from your K award during that 6 week period. If you wish to take more time off, then we can allow you to take an unpaid leave of absence if your institution and mentor will concur, and your project will still be viable after the break.

The FMLA provides 12 work weeks in any 12 month period. A work week includes a three day week, like at Thanksgiving, or a four day week, like Labor Day week. FMLA leave may be taken intermittently at intervals as small as 15 minutes per day. Leave may be taken on an intermittent basis if medically necessary or if the supervisor approves. The ADA has no specific mandate for what amount of leave constitutes a reasonable accommodation. The amount of leave is decided on a case by case basis.

Yes. A pregnant employee is entitled to paid time off for ante-natal care, which may include parenting and relaxation classes. You could, however, ask for evidence of the appointments. You should treat her in the same way as you would treat any other sick employee, and allow her to take sick leave in accordance with your sickness procedure.

Yes, if the employee is covered by FMLA (Family Medical Leave Act). Also, if you keep positions open for other temporary medical problems, you must do the same for pregnancy. Otherwise it can be considered as treating an employee who is pregnant differently based on her sex.

If you have to make any payments to the employee (if Statutory Sick Pay or Statutory Maternity Pay are due, for example, even if there are no earnings), you will also be expected to pay the tax credit due for that pay period. In a pay period in which no payroll payments are due, you may either create a pay packet for the employee in order to pay the tax credit or complete a Certificate of Payments and pass two copies to the employee.

FMLA states that an employee returning from leave is entitled to his or her former job or an equivalent job. OFLA states that an employee returning from leave is entitled to the former job, or to an available equivalent job if the former job has been eliminated. Employers covered under both OFLA and FMLA must therefore allow the employee on leave to return to the former job, if that job still exists.

If eligible for company maternity pay (see below), it is entirely up to you whether or not you decide to continue in this salary sacrifice scheme once your pregnancy is confirmed. You will need to carefully consider whether to temporarily suspend your membership of this salary sacrifice scheme in the eight week reference period, during which your statutory maternity pay (SMP) is calculated.

Maternity grant is a one-time payment, payable to a woman if she or her husband has paid 26 weekly contributions since entering the scheme and has paid 26 weekly contributions in the year immediately before the confinement.