Pregnancy-related absence.
Discussion
Pregnancy-related absence should not be used against an employee, whether to initiate disciplinary action or as a bar to promotion, any absence due to illness caused by pregnancy is viewed outside other periods of absence.
My question, then, does this only apply to pregnant females??
My wife had quite a difficult pregnancy, she had several overnight stays in hospital where we thought she might deliver as much as 12 weeks early. During this time, I had no option but to take some days off work. These periods of absence then, do I have a case that they are pregnancy related and cannot be counted against me as other "normal" sick days or unauthorised absences?
My question, then, does this only apply to pregnant females??
My wife had quite a difficult pregnancy, she had several overnight stays in hospital where we thought she might deliver as much as 12 weeks early. During this time, I had no option but to take some days off work. These periods of absence then, do I have a case that they are pregnancy related and cannot be counted against me as other "normal" sick days or unauthorised absences?
GarryA said:
Do you get sick pay from day one?
In my own opinion I think you should take the day off either annual leave or unpaid, pisses me off at work when the women ring in, oh I'm having a sick day today because my chid is unwell etc etc.
Yes, I get sick pay, but that's not what this is about, it's about me being disadvantaged a period of time later due to my absence being outside what my employers call acceptable. In my own opinion I think you should take the day off either annual leave or unpaid, pisses me off at work when the women ring in, oh I'm having a sick day today because my chid is unwell etc etc.
It's also not about a child with a runny nose, it's about my wife appearing to go into labour months early, me having to be by her bedside while we find out of our unborn baby is going to be ok.
GarryA said:
I was about to post the same link.If it's a real 'unplanned' emergency, you cannot be penalised by your employer (within limits) that are stated in your contract of employment.
But, if it's something that has happened more than once, your employer may expect you to put alternative arrangements in place; if it happens twice or more in quick succession they could argue it's not unplanned. (Typically this applies to childcare circumstances with an ill child etc).
Interestingly though, i believe case law is clear that an unborn child is treat as a child in employment cases.
IVF cases are the ones to look into, as they have been most critical in this field. My sister in law recently went though IVF and her employer (incorrectly ) disciplined her for time off. The law stated she was pregnant from the treatment date, regardless of whether it was a viable embryo.
This may be relevant, but may not. good luck with the pregnancy
Thanks chaps, good info there.
For clarity, the kid was born on time at the start of January, the absences that tipped me over the edge into "unacceptable" were over the last three months of 2011. My unacceptable absence rate has now been used to deny me the opportunity to even interview for an internal promotion, I think it's fairly out of order.
For clarity, the kid was born on time at the start of January, the absences that tipped me over the edge into "unacceptable" were over the last three months of 2011. My unacceptable absence rate has now been used to deny me the opportunity to even interview for an internal promotion, I think it's fairly out of order.
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