There is an increasing call for more support for small and medium-sized businesses as they deal with the complexities of supporting expectant and new parents at work. Managing Maternity Director, Jennifer Liston-Smith is part of the Steering Committee of the Manchester Metropolitan University Business School research project Managing Maternity in Small Firms in the North-West. The project follows up a key recommendation in the Equal Opportunities Commission’s recent investigation into pregnancy discrimination: that small employers require more support to manage maternity fairly and productively.

Managing Maternity coach, Anne Miller, has a special interest in supporting small business owners, having been an employer herself.

Anne comments that small business owners, in particular, deserve more appreciation for the work they must do in managing maternity, especially given the broader implications of the changes under the Work and Families Act 2006:

“Small employers do not benefit from the economies of scale that larger organisations experience. The implications of new maternity rights may add considerable stress where flexibility is more restricted. Whilst most of the financial costs of maternity pay will be recoverable from Government for smaller companies, the increased workload and flexibility required are considerable. The risk assessments, familiarisation with rights and policy changes are much the same for small as for large companies, but are applicable to far fewer employees. Accommodating preferred part-time working for a new mother in a company of 100+, will, of course, be much easier than in a company of fewer than 10. Similarly finding temporary cover for a maternity position in a large company may be easier because opportunities to continue the employment after the mother returns are greater.”

Anne reflects that small employers feel the burden of the latest extension in maternity leave which now applies regardless of length of service and they also may have concerns about the clarification that small employers are not exempt from automatically unfair dismissal claims if a new mother is not allowed to return to the same, or suitable alternative, job. She concludes: “Wouldn’t it be nice to show employers our appreciation for this additional work, for which they receive no remuneration!”

Managing Maternity has several services that are highly relevant to small businesses. The Maternity Management Masterclass can help identify cost-effective, morale-boosting business processes to manage an employee through to new parenthood. Three sessions of maternity coaching, perhaps some or all of which delivered by telephone to reduce costs, can make a huge difference to the way a key employee makes the transition and a confident return. Coupling this with a Pre-Maternity (and post-Maternity) Leave Review in which manager and employee are facilitated to have that all-important practical planning meeting can help avoid sticking points and misunderstandings and help all concerned to feel more confident and prepared.

Click here to read a summary of the recent changes in legislation by Jacqueline Ashley of Thomas Eggar Solicitors published in the March 2007 issue of our newsletter.