This year Mother’s Day or “Mothering Sunday” as it was traditionally called, falls on Sunday19th March 2023.
The date changes every year, as this day is related to Easter, therefore it always falls on the fourth Sunday during the period of Lent.
Mother’s Day is for daughters and sons to celebrate their Mothers and those maternal figures in their life. It is to show love and appreciation for everything Mothers do for them and generally cards and presents are given.
Traditionally in the UK, it is called Mothering Sunday due to religious reasons surrounding the day, however over the years it has become more commercialised, which is why now it’s mainly referred to as Mother’s Day instead of Mothering Sunday. Many argue that it is losing its religious meaning because of this.
People choose to celebrate Mother’s Day differently, some will make their Mum breakfast in bed, cook a Sunday Roast, take their Mum out for a meal or may buy a special gift or bunch of flowers etc.
Mother’s Day, is also a day for those to remember Mums and maternal figures who are unfortunately no longer with us.
During the pandemic, we saw two consecutive Mother’s Days affected, due to restrictions; with 2020 being the first Sunday after restaurants and pubs closed and 2021 was in the middle of the second lockdown.
Luckily in 2022 there were no restrictions in place and people could celebrate how they wished.
Ideas for ways to celebrate on Mother’s Day:
- Treat Mums to a gift/treat or make a special home-made gift
- Cook them breakfast in bed or a Sunday roast
- Delivery of flowers
- Treat to an afternoon tea
- Pamper or spa day
Mothers in the workplace
Mothers currently have the following rights at work:
- The right to maternity/Adoption leave/pay. Pregnant employees are entitled to take 26 weeks’ Ordinary Maternity Leave and 26 weeks’ Additional Maternity Leave, irrespective of their length of service of the numbers of hours worked each week.
- The right to take unpaid leave to attend antenatal appointments.
- The right to take unpaid leave for regular appointments during an IVF treatment cycle.
- The right to make a flexible working request.
- The right to shared parental leave/pay.
- The right to take unpaid parental leave.
- The right to take emergency unpaid leave to look after a dependant.
- The right to take parental bereavement leave
What Should Employers Consider?
In a society which is constantly evolving, keeping pace with what employees want whilst remaining competitive is challenging.
- Whilst many employers now provide packages to encourage the attraction and retention of all employees there is more that can be explored in this area.
- As employers may well know, important policy developments: the evaluation of the extension of the right to request flexible working, as well as the government’s duty on employers to consider whether a job can be done flexibly and to make that clear when advertising roles. Employers should ensure that their flexible working policies are up to date, available and transparent, and that all employees know that they have this right.
- Challenge assumptions that reduced hours means reduced commitment. Start tracking performance appraisals to ensure that flexible workers, and part-time workers, are not penalised by a workplace culture that values long hours and presenteeism.
- Ensure that all policies and procedures are kept updated to reflect the introduction of new rights including changes in statutory payments in this area.
Happy Mother’s Day to all the mums out there. You are all doing a fantastic job.
If you need any advice on current rights for mothers in the workplace or how you can become more family-friendly to support their well-being, please get in touch with Clover HR on 0330 175 6601 or email us at email@example.com.