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Mothering Sunday

Everyone chooses to celebrate Mother’s Day in their own way, from son’s or daughter’s preparing their mum a much-deserved breakfast in bed, to older children treating their mum to special gift or event. The origins of this event are stooped in different historical events or religions across the globe, determining different dates for celebrations; regardless this is a universally beloved day of affection and celebration.

Mother’s Day is recognised as an important calendar event which continues, in part, to reflect the continuing important shift in people’s attitudes to and expectations about work.

Current Mothers rights at work include:

  • the right to make a flexible working request.
  • the right to shared parental leave/pay.
  • the right to maternity 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 parental leave.
  • the right to take emergency unpaid leave to look after a dependant.
  • the right to take unpaid leave to attend antenatal appointments.
  • the right to take unpaid leave for regular appointments during an IVF treatment cycle.

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 Mothers’ Day to all Mum’s who are already doing things differently and the many others who would like a better balance between their work and family life.

If you need any advice on current rights for mothers in the workplace or how you can become more family-friendly to support them, please contact Clover HR on 0121 516 0299 or email us at info@cloverhr.co.uk

Copyright Clover HR.

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