54,000 women are being forced out of their jobs each year after returning from maternity leave.

New stats have been released from Equality Human Rights recently which has revealed some shocking figures. Around one in nine mothers reported the following:

– They were dismissed

– Made compulsorily redundant

– Treated so poorly that they felt they had no choice other than to leave their role

 

 

 

If these figures are scaled up to the whole population, this could mean as many as 54,000 mothers a year would experience bias in the workplace due to maternity leave.

 

The Guardian have also recently released an article which stated “70% of bosses think that women should declare they’re pregnant when applying for jobs and that one in four thought it was fair to ask interviewees if they plan to have children.”

 

With current affairs, regarding the battle of the sexes and the pay gap, it is simply no wonder why new mothers are worried about returning to work.

 

The experts at DYWAJ have come together to provide advice for both employers preparing for employees going on maternity leave and new mothers concerned about returning to work.

 

 

A guide for employers on how to deal with a pregnant employee

If you have a number of female employees working at your company, it is highly likely that one of them will eventually need to go on maternity leave. To prevent minimal disruption to your company’s efficiency and productivity during this time, DYWAJ recommends hiring a temporary member of staff and have put together a brief guide on the process involved when hiring a temp:

 

– Fixed term contract

One way you can go about hiring a temporary employee is by placing them on a fixed term contract. A fixed term contract essentially means that a particular member of staff is legally contracted to work for you until a specified end date when the contract terminates. Depending on your business, this may be the most appealing option.

 

– Using an agency

Or, you may decide to hire a temporary employee through an agency. This is considered the ‘stress free’ option. In this scenario, the agency is responsible for paying workers whilst ensuring their rights are maintained. You pay the agency the employees salary, statutory sick pay and National Insurance Contributions along with providing the agency your company’s relevant terms and conditions.

 

 

A guide for new mothers returning to the workplace

 

For some new mothers, they return to work full time to realise that it doesn’t fit in with their new way of life and decide to go either part time or flexible hours. DYWAJ have collated some top tips for mothers:

 

Don’t be too nervous to ask about flexible working hours

 

One of the biggest stigmas attached to flexible work is that the majority of people believe it is mothers only, however this is simply not the case, research shows that two thirds of men consider flexible hours when applying for jobs. Remember that flexible working doesn’t just have to be part time it could also be:

 

– Compressed Hours

– Delayed Start/Early Finish to Work Around Term Time

– Working from Home

– Term-Time Only

 

Do You Want A Job (DYWAJ) are an online CV library, home to hundreds of up-to-date, industry relevant CV’s. Whether you’re a business looking for temporary employees or a mother looking to return to work, DYWAJ can always be of service.

Author: Editorial Team

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