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A female employee who can satisfy the relevant qualifying conditions has the following statutory rights in regard to their maternity allowance:
- Paid time off to receive ante-natal care;
- 26 weeks’ ordinary maternity leave and 26 weeks’ additional maternity leave;
- Protection from dismissal by reason of pregnancy or childbirth;
- Protection from suffering a detriment by reason of pregnancy, childbirth or maternity;
- Maternity pay;
- Return to work after ordinary maternity leave or additional maternity leave;
- An offer of alternative work before being suspended on maternity grounds; and
- remuneration on any suspension for maternity grounds.
In order to qualify for maternity leave, an employee must generally notify her employer of her pregnancy, the expected week of childbirth (“EWC”) and the date on which she intends her ordinary maternity leave to start – and do so no later than the 15th week before her EWC or, if that is not reasonably practicable, as soon as reasonably practicable. Additionally, if asked to do so, the employee must produce for the employer’s inspection a certificate from a registered medical practitioner or a registered midwife stating the EWC.
Any employee who is entitled to ordinary maternity leave is not allowed to work for her employer for the period of two weeks commencing with the day on which childbirth occurs. An employer that fails to comply with this prohibition may be prosecuted and fined.
There are other family friendly rights, including paternity leave, parental leave, adoption leave and the right to request flexible working.