Yes, Kate has finally had her Prince, and you would suspect the way the Press is carrying on that he was the only baby in the world. But, strangely enough, he isn’t.
Maternity Leave Made Easy (With a Smile)
Okay, let’s face it: somewhere in your office, someone’s about to welcome a new little one, or already has one of those tiny toes and endless diaper changes. That means you’re sitting on the “secret sauce” of a smooth maternity break. Here’s how to keep it buttery sweet for the whole team and keep the mom‑to‑be happy as can be.
For the Squad: Keeping the Ship Sails Smoothly
- Plan the Pre‑Launch Checklist. Know who’s covering what before the baby arrives.
- Set Clear Boundaries. Even if it’s a pajama‑in‑the‑office vibe, everyone should respect each other’s downtime.
- Keep Communication Open. A quick check‑in keeps projects humming without feeling like a relay race of confusion.
- Celebrate the New Addition. Drop a heartfelt note or a small office cake—bonus points for “Will you move the coffee pot?” nods.
- Provide the Right Resources. Laptops, flexible schedules, babies‑friendly office perks—happy teams, happy returns.
For the Mom: A Gentle Guide to Your Away Time
- Wind Down with a 30‑minute “Me Time.” Even a quick stroll helps keep that brain on autopilot.
- Keep the Office In White‑Space. After the leave, an attentively curated welcome back is a nice overture.
- Seek Support. Lean on family, friends, or a professional. The less paperwork, the more musings on the first soothing lullaby.
- Keep Learning Gently. Casual refreshers to remind yourself of evolving responsibilities.
- Lean on the Team. They’re ready to assist—share a bit and spread the love.
Because in the end, making maternity leave smooth for both the office and mom is just another way we can all grow—both personally and professionally. Happy baby‑times and sweet returns!
1. Timing of announcement
There is a fine balance between when you, the business owner, want your employee to tell you so you can cover off the health and safety concerns and start planning for their absence, and when they want to tell you so they don’t feel they are treated differently as a result of being pregnant. There is still a fear of many mums-to-be that they will not get offered that great promotion or be given really lousy jobs once it becomes common news. So when is best to know? It’s normal that the news is shared after the 12 week scan when mum-to-be knows everything is ok.
2. Celebrate the news (appropriately)
It’s the employee’s news not yours – allow them to share it with whom they wish, while also ensuring you have covered all the legal bases you need to. Don’t rush around telling everyone – after all not everyone needs to know now do they?
3. Maternity Risk Assessment
There is no legal requirement to conduct a specific, separate risk assessment for a new or expectant mother. However, should you choose to do one the link below is a useful guide http://www.hse.gov.uk/mothers/index.htm As a minimum, sit down and ask the ‘mum-to-be’ about her work and what pressures or concerns she may have and see what measures you could put in place to support her.
4. Share Maternity rules and rights early on
There are a whole host of timelines and expectations in terms of notifications. It is important to share these as soon as possible. The key ones are:
Antenatal care – the employee is entitled to reasonable paid time off during working hours to attend antenatal clinics or to receive antenatal care. You should use a maternity calculator that will take into account the employee’s start date, expected week of childbirth, and other relevant information to provide a clear timeline. This level of precision will help avoid any miscommunications or misunderstandings.
When to take maternity leave – the company must be told 15 weeks before the baby is due, and the leave cannot actually start earlier than 11 weeks before the baby is due. If the employee wishes to change the date they must give 28 days’ notice.
Rights during leave – the contract of employment continues and your employee is entitled to receive all their contractual benefits, except for salary. Any benefits in kind (such as life assurance, private medical insurance, permanent health insurance, private use of a company car or laptop and gym membership) will continue; annual leave entitlements will continue to accrue and pension contributions will continue to be made. Salary will be replaced by statutory maternity pay (SMP) if the employee is eligible to receive it.
When to return –assume the new mum will be taking 52 weeks. If she wishes to come back before that she must give you eight weeks prior notice.
Rights upon return – she has the right to return to the job in which she was employed before going on leave. If resuming work after AML, again she is entitled to return to the same job as before commencing leave however, if it is not reasonably practicable, you may offer her a suitable alternative, on terms and conditions that are no less favourable than had she not been absent.
5. Lose the maternity jargon
Expected Week of Childbirth (EWC) – this is the week in which the baby is due (as stated on form MATB1 which the GP or midwife will complete).
Ordinary Maternity Leave (OML) – is the 26-week period of maternity leave to which all pregnant staff are entitled.
Additional Maternity Leave (AML) – is the further 26-week period of maternity leave to which all pregnant staff are entitled, up to a 52-week period in total.
Compulsory Maternity Leave (CML) – the two week period immediately after childbirth when an employee MUST not work for her employer.
Statutory Maternity Pay (SMP) – payment by the employer to qualifying employees.
6. KIT days
No not making a kit car, but Keeping in Touch days. These are up to 10 days the new mum can use to come back into the work place to do as it says on the tin – keep in touch. She gets full pay for that day and doesn’t lose any of her maternity pay. She doesn’t have to use them, but if she wants, make sure they are useful days to both you and her.
7. General actions
Talk to the ‘mum-to-be’ about such things as:
• Who would they like to deal with their mail (internal and external)? Would they like to see everything, or would they prefer to receive copies of key memos or letters?
• Do they want to be in regular contact with work, or prefer to have a complete break?
• To what extent would they like to be kept up-to-date with individual clients or projects with which they were involved?
• Consider if maternity coaching is appropriate – be proactive to minimise any issues and ensure that on returning to the workplace the new mum is able to operate at their full potential quickly, rather than be reactive to problems when they arise.
All these will make the transition smoother and help set parameters for you both to understand.
8. And finally… if you are the ‘mum-to-be’ think about:
Maternity Leave: Quick‑Hire Checklist
Congratulations, you’re about to become the next big thing—no, not a future queen, but the next big story in your workplace. Switching from desk to diaper can be a smooth ride if you tackle a few simple tasks first. Here’s a breezy, no‑BS guide to keep everything ticking while you’re away.
1. Timesheets & Expenses
- Wrap up your hours. Submit a timesheet that covers the whole period up to and including your last working day. Think of it as your final “I worked X hours” statement.
- Expense claims. Hang up any pending expense forms before you hit pause. That way, your accountant won’t be chasing you long after you’re gone.
2. Keep IT in the Loop
- If your employer handed you a laptop or a mobile phone, let IT/Telecoms know you’re going on maternity leave. They’ll lock down your device, so you won’t have to deal with laptop gremlins while juggling baby gear.
3. Out‑of‑Office Madness
- Swap your “in‑office” status for an out‑of‑office message in your email—because even the tech gods need a heads‑up that you’re off the grid.
- Include the name(s) of your desk‑saviour or backup contact. That way, any disappearing emails or urgent memes know who to reach out to.
4. Childcare: The Early‑Bird Gets the Spot
- Don’t wait to look for a nursery or daycare. The earlier you start, the higher your chances of snagging a spot on the short list.
- Many nurseries have long waiting lists, so start scouting anytime you can—your future self will thank you.
5. You’re Not Alone (and Neither Will the Queen)
Turns out, being a mother and working at the same time is more common than it sounds. If you’re nervous about juggling both, remember: you’ve got friends, a company that cares, and a lot of other moms who’ve navigated the same waters.
Need More Guidance?
For extra support or coaching on maternity issues, reach out at www.threedomsolutions.co.uk or follow @3domSolutions on Twitter. They’ve got your back, from planning to execution.