Overview of chart structure

Chart begins with an employee notifying their manager that they want to access the Maternity Policy. Then there are 3 initial steps in this chart:

1. Employee provides the manager with a Maternity leave form
2. Manager and employee conduct an individual pregnant worker and new mother risk assessment
3. The question is asked, is the employee safe to continue with duties?

If a risk is identified, referral to the occupational health service should be considered. There are 2 possible outcomes:

1. Make reasonable adjustments
2. Consider redeployment, or place the employee on leave

If no risks are identified, or the risks have been addressed, and reviewed, the employee’s entitlement is confirmed in writing.

The manager and employee then agree on contact arrangements, then the employee begins their maternity leave.

The manager and employee then agree on return to work arrangements.

If the employee is not returning to work on the agreed date, the date is amended and confirmed in writing by the manager.

If the employee is breastfeeding or expressing when they return to work, they are referred to the Breastfeeding Policy.

If the employee is not returning to NHS employment, they must provide written notice in line with contract terms and conditions.

Maternity Policy flowchart

Chart begins with an employee notifying their manager that they want to access the Maternity Policy. Then the employee provides their manager with Maternity leave form, then the manager and employee conduct an individual pregnant worker and new mother risk assessment.

Then the question is asked, is employee safe to continue with duties?

If the answer is yes to the question, is the employee safe to continue with duties, then the flow connects to the step, employee’s entitlement is confirmed in writing. To go to this step, follow the next link otherwise skip the next link. Jump to the step, employee’s entitlement is confirmed in writing.

If the answer is no to the question, is the employee safe to continue with duties, then consider referral to the occupational health service (OHS). Then the question is asked, will reasonable adjustments enable employee to be safe in duties?

If the answer is yes to the question, will reasonable adjustments enable employee to be safe in duties, then make reasonable adjustments, then review reasonable adjustments. The flow returns to the question, is the employee safe to continue with duties? To go to this question, follow the next link otherwise skip the next link. Jump to the question, is employee safe to continue with duties?

If the answer is no to the question, will reasonable adjustments enable employee to be safe in duties, then consider temporary redeployment or placing employee on leave. Then review temporary arrangements. The flow then connects with the step employee’s entitlement is confirmed in writing. To go to this step, follow the next link otherwise skip the next link. Jump to the step, employee’s entitlement is confirmed in writing.

If the answer is yes to the question, is the employee safe to continue with duties, then the employee’s entitlement is confirmed in writing. Then the manager and employee agree contact arrangements, then the employee begins maternity leave, then the manager and employee discuss return to work arrangements. Then the question is asked, employee returning to work on agreed date?

If the answer is yes to the question, employee returning to work on agreed date, the flow connects with the question, is the employee breastfeeding or expressing? To go to this question, follow the next link otherwise skip the next link. Jump to the question, is the employee breastfeeding or expressing?

If the answer is no to the question, employee returning to work on agreed date, then the question is asked, employee returning to work in NHS?

If the answer is no to the question, employee returning to work in the NHS, then the employee provides written notice in line with contract terms and conditions. Then manager confirms if any occupational maternity repayments are required. Then the process ends.

If the answer is yes to the question, employee returning to work in the NHS, then the employee informs manager of request to amend return to work date. Then the manager confirms outcome of request in writing, then the flow connects with the question, is the employee breastfeeding or expressing? To go to this question, follow the next link otherwise skip the next link. Jump to the question, is the employee breastfeeding or expressing?

If the answer is yes to the question, employee returning to work on agreed date, then the question is asked, is the employee breastfeeding or expressing?

If the answer is yes to the question, is the employee breastfeeding or expressing, then refer to the Breastfeeding Policy, then the process ends.

If the answer is no to the question, is the employee breastfeeding or expressing, then the employee returns to work, then the process ends.