Posted By Dannii I have been told recently that a member of my staff is pregnant. we work within the hospitality trade and therefore there are plenty of dangers for her. I have taken into account carrying items, chemicals, slips and trips etc however the issue i am having is over the hours. She is wanting to be suspended on full pay even though we have tried to work out suitable altrnatives but she is being unreasonable and i think she is purely using this an excuse to be off on full pay. Can someone please advise on the boundaries for hours worked whilst expecting? she wants to only do day shifts which is unreasonable in our industry and there simply isn't the hours there for her. i would like information on what hours are suitable as we have also discussed earlier starts and/or finishes on shifts so it isn't too late but its still likely to be a latish finish. any help is gratefully accepted!! Dannii

Posted By stephen d clarke Hi, I guess you must have carried out a risk assessment and put in place the appropriate controls and the only issue is the hours. As I understand it long hours, shift work etc can have a detrimental effect in terms of fatigue during pregnancy but everyone is different it depends on the women concerned. I think therefore you need authoritative advice from your occupational health Dr and/or her GP. If they identify a risk and you can not adjust her working hours or give her suitable alternative work then I think she has to be suspended on paid leave. Steve

Posted By stephen d clarke Hi, For the definitive answer I would go to the following document - Suspension from work on medical or maternity grounds under health and safety regulations - Guidance; which is available on-line at: http://www.berr.gov.uk/w...tml#suspension_maternity Steve

Posted By jervis Phil i made a mistake reference suspension but not one with getting advice from the union. Union reps are a good place to go to in the work place for many reasons at times more so than some managers!

Posted By Phil Rose Jervis if you are happy to go to the union rep for advice then that's fine - I suppose you must be right then! I most certainly wouldn't - and I suppose, therefore I must be wrong and been doing it wrong for a long time! A union member may well go to a union rep for advice. They may get good advice, they may well not. I note the more recent thread 'Union workplace reps', and there are some good comments there, some reps are 'good' some aren't! I personally do not think that an employer should be going to a union rep for advice. Phil