A weaker immune system can make them susceptible to all kinds of illness and uncomfortable conditions. This includes morning sickness, aches related to pregnancy and other problems.
The statutory rights define the maternity pay for a specific period. A pregnant woman can make a decision on the duration based on their personal preference. However, should a woman take sick leave during the qualifying period, then the maternal pay could be deducted.
Statutory Sick Pay
Statutory Sick Pay or SSP is eligible for all women in the workforce except for self-employed persons. There are certain conditions which are mandatory for availing this allowance. The women must be an employee of the organisation. The sick leave period should exceed four days inclusive of non-working days. The average earning should be 116 per week.
This allowance is not eligible due to the following:
- Availed ESA in the last year
- Premature Birth of the baby
- Leave during four weeks before the due date
- Armed Forces
- Agricultural worker
Statutory Maternity Pay
There are various types of SMP which apply to pregnant women. Statutory Maternity Pay is the general type which defines the legal minimum pay for the pregnant women. Contractual Maternity Pay applies to part-time employees and contract workers. Determination of the compensation is on a pro-rata basis. The Maternity Allowance is a type of subsidiary given allowance to pregnant women when the company does not provide SMP.
Know Your Sickness
Sickness can be of two major types that might occur during pregnancy. It can be illness related to pregnancy and the common disease. The women can claim SSP and SMP for pregnancy-related illness. The claim of other conditions can be made through the general request.
What to do if you don’t get SSP?
If pregnant women do not get the ideal pay or undergo dismissal without proper reasoning, then she can file a grievance letter. She could consult an employment lawyer on a no win no fee basis offering guidance and support for maternity discrimination in a tribunal claim.
The regulations for maternity pay differ for full-time workers and contractual workers. There is a clearly defined for full-time employees and on pro-rata basis for contractual workers. Even if the women are not working, the government allows a specific welfare fund for the benefit during pregnancy. It is imperative to learn the rules of the company to avoid last minute concerns. The maternal policy might slightly differ for each organisation. An essential factor in this period is to decide on the leave duration. Some women choose to work till the last month and utilise the holidays' post-birth. Some employees might utilise it during the early months of pregnancy. This decision will aid them to ask for their rights and fight maternal discrimination if any.