2.6 Maternity Leave Policy

Purpose

The purpose of this policy is to provide time off for female employees of Glin National College who are pregnant, have recently given birth, or are breastfeeding up to the 26th week after the birth of a child. 

Scope

The policy covers all pregnant female employees who have recently given birth or are breastfeeding. It includes part-time and full-time employees. It also covers male employees in the event of the mother's death.

Ante Natal and Post Natal Care

Employees are entitled to paid leave for antenatal medical appointments before the birth and postnatal medical appointments for the first 16 weeks following the birth.

Policy

An employee must notify her Manager in writing of her intention to take maternity leave four weeks before her maternity leave begins. The employee must produce a medical certificate confirming the pregnancy and giving the expected date of confinement. A pregnant employee is entitled to 26 weeks of paid maternity leave less the Department of Employment Affairs and Social Protection entitlement on completing twelve months of service in the company. The employee must take at least two weeks leave before the baby's expected birth and no less than four weeks after the baby's birth. An employee is entitled to an additional 16 weeks of maternity leave in addition to the 26 weeks, should she require it. However, there is no payment from Glin National College or the Department of Employment Affairs and Social Protection for this additional leave. All conditions of employment, including full holiday and public holiday entitlement, are retained during maternity leave.

Suppose an employee wishes to take additional maternity leave. In that case, she must notify her Manager in writing of this intention, preferably when she gives written notification of her intention to take maternity leave or otherwise no later than four weeks before the initially set date of return to work.

An employee must notify her Manager in writing of her intention to return to work and the intended return date not later than four weeks before her planned return. This notification requirement is essential and should be noticed. 

Health and Safety Considerations

A pregnant employee who has recently given birth or is breastfeeding will not be placed in any job that is a risk to her health and safety or the health and safety of her child. If such a risk exists, it will be Glin National College's policy to remove the threat, assign the employee to other suitable employment, or place the employee on health and safety leave. To ensure that Glin National College can take steps to ensure that the employee is protected at work, she is requested to advise the Manager in confidence of her pregnancy as soon as possible after becoming aware of this.

Employees will be paid for the first 21 days of health and safety leave. After that, she will be entitled to receive benefits from the Department of Employment Affairs and Social Protection. Health and Safety leave ends on commencement of maternity leave if the employee is pregnant or ends not later than 26 weeks after the birth if the employee is breastfeeding.

Ante-Natal Classes – Expectant Mothers and Fathers

Female employees are entitled to paid time off to attend one set of ante-natal classes (other than the last three classes in a group) in respect of one pregnancy. An expectant father is entitled, on a once-off basis, to attend the last two ante-natal classes before the birth of his child. The employee must provide two weeks' notice and appropriate documentation giving the dates and times of the classes to their Manager.   

Return to Work and Protection of Employment

Employees will be entitled to return to work in the same position and under the same terms and conditions of employment following maternity leave, where feasible. The company is committed to providing suitable alternative employment where this is not feasible. Paid maternity leave will count as a reasonable service.

Breastfeeding Mothers 

Breastfeeding mothers are permitted to avail of a reduction in working hours for up to six months after the birth of their child to facilitate breastfeeding. This reduction may equate to up to one hour per day. Part-time employees have a pro-rata entitlement.

Postponement of Maternity Leave on Hospitalisation of Child

Subject to the company's agreement, a mother can split or postpone the period of maternity and additional maternity leave in the unfortunate event of the hospitalisation of her child. Maternity Leave may only be delayed if the employee has taken at least 14 weeks. Four of these must have been taken after the birth of their child. The maximum period of postponement is six months. The staff member will be expected to attend work usually during the delay.

Where an employee has been permitted to postpone her leave and then falls ill, she will automatically be deemed to have resumed her leave. Should the employee wish to avail of sick leave in these circumstances, she may apply. However, she then forfeits her right to any outstanding postponed leave.

Additional Maternity Leave and Illness

In the event of illness, a mother can terminate her additional maternity leave and transfer to sick leave. If a staff member is permitted to transfer, she will forfeit her right to any other maternity leave not taken at the commencement of the sick leave. Request for termination and acceptance of termination must be in writing.