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).

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.

Don't do it, if you can possibly avoid it. Unless you are closing down a whole site, or a whole section, you may find it difficult to rebut the suspicion that you have selected this employee for redundancy because she is pregnant, which could leave you open to penalties for unfair dismissal and sex discrimination. additional maternity leave, you must consider whether it is reasonably practicable to continue to employ her in her existing job.

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.

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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.

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.

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).

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.

It's a good idea to freeze a supply of breastmilk. However, leave your pump in the box until your baby is at least 3-4 weeks old, when your baby should start being introduced to a bottle. Make sure you feel comfortable using your pump before you go back to work. Don't feel like you should pump every day during your maternity leave. You can build up a good supply of milk to freeze by pumping in the morning, when you typically make the most milk.

This depends on several factors, including your general health, your age, the type of work you do, the stress level at work, your experience with past pregnancies, if any, and of course, the overall status of your pregnancy. Your doctor will take all of these, and other, factors into consideration and will discuss them with you to help you make the best decision for you and your baby. Expecting a child is also a life-changing experience for first-time dads, too.

Typical medical reasons for early leave are those things that put your pregnancy at risk. Placenta problems, twin pregnancy, blood pressure problems, heart problems, preterm labor and premature rupture of membranes are examples of medical problems requiring early leave.

Details on both of the above schemes are available from your Area Personnel Officer, or you can look at the policies section.

If you receive pay or Statutory Maternity Pay (SMP) then that period of maternity leave will be classed as pensionable employment. Where you do not receive any pay or SMP that period will not be counted as pensionable.