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Talk to your employee about their pregnancy and decide how you/the employee will notify others in the team, your clients, suppliers etc of the pregnancy. |
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Provide a copy of your company’s parental leave policy to your employees and confirm their rights and entitlements are to paid / unpaid leave. |
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Identify any immediate job responsibilities that might need rescheduling, outsourcing or handing over to someone else due to the pregnancy. |
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At least 12 weeks before the expected due date, discuss a tentative finish date. |
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Invite the pregnant employee to meet to discuss the transition onto parental leave. Plan what will need to arranged handed over. |
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Plan to check in at least monthly with your employee to discuss how things are progressing and what support they may require. |
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If your employee needs to gradually reduce your work commitments / hours prior to going on parental leave, discuss flexible work arrangements to meet both the business and employee’s needs. |
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With your employee, confirm who will be responsible for elements of their job whilst on leave and book time in advance to train and hand-over to the relevant person(s). |
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Consider providing work from home access during the employee’s pregnancy and during parental leave if you have agreeable and feasible. |
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Send out a communication to all relevant colleagues and external clients a few weeks before you leave notifying them of your last day and who they can contact during your absence. |
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Plan a career review with your employee prior to going on parental leave to discuss their future career goals and explore initial return to work options. |
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Explore how you could structure job tasks / responsibilities to accommodate flexible work options e.g. job share, flexible start and finish times, and work from home. |
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Discuss with your employee how they would like to be communicated with whilst on leave. What information would they like to be kept in the loop with and how often? |
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