Bought to you by Mother & Baby
Now that you're pregnant, it can be hard enough getting up for work, never mind worrying about how fellow workmates and your boss will treat you.
While you manage the emotional and physical demands of your new, blissful state, it should be comforting to know that the Federal law protects against unlawful termination and discrimination in the workplace based on pregnancy and potential pregnancy
A pregnant woman should be able to continue working unless there are occupational health and safety issues that could adversely affect their health or the baby's health, that's what the law says and it's the same in every state and territory in Australia.
If you're an employee and you believe you have been unlawfully discriminated against, you can seek advice and assistance from the Human Rights and Equal Opportunity Commission on 1800 620 241
Maternity leave
A woman may start maternity leave at any time within the six-week period immediately before the baby's due date. Parental leave provisions usually apply to permanent full-time, part-time and eligible casual employees who have had at least 12 months of continuous service with their current employer.
Visit Australian Human Rights Commission
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www.workplace.gov.au
When to tell your boss
Although there are no strict rules governing when you have to tell your boss about your pregnancy, each workplace will have its own policies regarding maternity leave and how much notice you have to give before leaving work. It is always a good idea that you tell your boss before he hears about it via 'water-cooler' conversation.
Before talking to your boss, make sure you look over the company's maternity leave policies (usually available from the human resources department).
You should not be afraid to tell your boss that you are pregnant because you fear discrimination. You cannot be discriminated against because you're pregnant. You may want to wait until the end of your first trimester before telling the boss and your co-workers to ensure the pregnancy is well established.
Dealing with pregnancy while working
The main ailments a relatively healthy pregnant woman has to deal with at work are morning sickness, tiredness and frequent toilet breaks in the first and third trimester.
If you suffer from nausea eat small snacks regularly to avoid morning sickness (which can last all day).
Try to get at least eight hours sleep each night, and if your workplace allows it, try to take a lunchtime nap.
Your employer is obliged to allow you access to regular toilet breaks and should not make you work outside on hot days.
Dealing with discrimination
The Federal Sex Discrimination Act makes employers legally responsible for providing a workplace that is free from unlawful discrimination and harassment. As an alternative, or at any stage if a complainant is not satisfied with the way a grievance is dealt with internally by her employer, a complaint can be lodged with the Human Rights and Equal Opportunity Commission on 1300 656 419.
You have the right to make a complaint to the Commission if you think you have been refused employment; dismissed; denied promotion, transfer or other benefits associated with employment; given less favourable terms or conditions of employment; or denied equal access to training opportunities.
Planning for the baby
At the moment, thoughts of growing a beautiful, healthy babe occupy your mind, but it's good to cast your mind forward to when your baby arrives and consider childcare, who is going to stay home to care for junior and for how long, how you'll manage on one income, and so on.
In Australia today, more than 50% of mothers with children under five return to the workforce. A 1998 ABS study revealed that 72% of women on maternity leave return to work within 12 months. If possible, trial your child care option before returning to work to allow your baby, and you, time to adjust to his new environment. Some childcare alternatives are below.
Daycare centre
Visit a number of potential centres to inspect and compare facilities, staff and the overall contentment of other children at the centre. Some women have reported waiting up to three years for a place - so get in early!
Home-based childcare
This is when someone minds your child in a private home. It is important to interview your carer and to check the safety of the home (which is also done by the local council which accredits home carers), including cots, highchairs and play areas. The most important consideration here is how comfortable you feel with the carer. Trust your instincts.
Family and friends
If you're lucky enough to have access to family or friends who are willing to help with child care it is important to maintain communication, offer money for their help and closely monitor that your carer does not become too exhausted as your baby's demands increase.
A nanny
Having a nanny has many advantages, although it is very costly. Check their child minding qualifications, first-aid knowledge and training and previous work history. Always call referees and have a list of questions at the ready. Remember that if you have more than one child a nanny can be cost effective and a live-in nanny is cheaper than the nanny you pay by the hour. If you choose this option, call the tax office for advice about your requirements as an employer.
Au pair
Au pairs are usually foreign nannies who are visiting Australia. They live in your home and care for your children on a short-term basis (time varies). Make sure you hire through a reputable agency and remember that an au pair usually needs some time during the week to study.
Shared child care with other parents
You can 'swap' childcare with another parent (remember the old 'Barter system').
Returning to work
Many women find that returning to a full-time position immediately after a baby's arrival puts an unwelcome strain on their family life. If you are still breastfeeding, you will have to go to additional efforts to express milk while at work.
An employee is generally entitled to return to the position she held prior to commencing leave or to a comparable position if her original job has ceased to exist. Sometimes an employer may be found to have discriminated if a reasonable request for part-time work is refused. Here are some family-friendly alternatives.
Part-time work
Some women return to work part-time. Women who work on a permanent part-time basis may still be entitled to sick leave and annual leave credits.
Casual work
Some women prefer to work casually to save on childcare costs. This may not provide regular work and the employee is not entitled to annual leave or sick leave.
Home-based work
A computer, telephone and access to the internet and email can provide a 'virtual office' at home. Some kind of childcare will probably be necessary for you to work effectively.
Flexible hours
You may be able to work an agreed number of hours spread over a set period.
Job sharing
Share the load of a full-time position with two (or more) people. This allows both employees to work half the week, or daily during peak hours.
Flexible leave arrangements
Negotiate with your employer for flexible use of annual leave. Some companies allow additional leave-without-pay entitlements.
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