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“More rights than a protected panda bear” – maternity in UK business. By Sarah Fletcher

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More legal rights than a protected species panda bear” is how one HR professional describes the general attitude towards pregnant employees. From 1 April 2006 the statutory rates of maternity, paternity and adoption pay will increase from £106 per week to £108.85; but is this enough? Sarah Fletcher asked HR professionals if the financial support provided by UK business for new parents is suitable, and how it reflects the feelings of companies towards pregnancy.

HR Directors, Sue Morrison of Battersea Dogs Home, Janet Simkins of YMCA London, and Sarah Welsby of Chartered Accountants Carter Backer Winter outline their firms’ policies for expectant employees; and our members explain how their company’s strategy has impacted on their working life.

Janet Simkins, HR Director, London YMCA

  • What is your company’s policy for maternity rates?
    “As a charity we pay statutory SMP in accordance with the current guidelines.”
  • Does it have a similar policy for paternity and adoption pay?
    “Yes.”
  • Is your company supportive of people who take time out to have children?
    “Yes – we have carers’ leave and family leave provisions.”
  • How will this legislation increasing SMP rates impact upon your company and upon UK business?
    “Minimally.”
  • Is the SMP rate adequate?
    “No.”
  • Do you provide an enhanced maternity package on top of the minimum level?
    “Yes – for staff with one year’s service we pay 90%, then 50%."
  • What responses have you had from employees in response to maternity policy? Are pregnant women satisfied? How about men or women who do not have children?
    “Pregnant women are satisfied if they earn enough to benefit from enhanced pay but we have a large number of part time workers who don't benefit from the state or organisation pay structure.

    “I have only had one complaint from a man who has no children and that was dealt with by pointing out that maternity leave can be planned for, whereas sickness isn't, and both can have the same operational effect if long term.”


Sue Morrison, HR Director, Battersea Dogs Home

  • What is your company’s policy for maternity rates?
    “Very boring – everything is statutory; no add-ons!”
  • Does it have a similar policy for paternity and adoption pay?
    “Yes.”
  • Is your company supportive of people who take time out to have children?
    “Yes – we consider positively any requests for flexible working on return.”
  • How will this legislation increasing SMP rates impact upon your company and upon UK business?
    “None to the business in operational terms and although we have recently had a baby “explosion”, it should not affect the business severely in financial terms.”
  • What responses have you had from employees in response to maternity policy? Are pregnant women satisfied? How about men or women who do not have children?
    “No complaints received thus far. Other staff have not indicated any resentment towards those with family responsibilities.”

Sarah Welsby, HR Director, Carter Backer Winter

  • What is your company’s policy for maternity rates?
    “We follow statutory guidelines.”
  • Does it have a similar policy for paternity and adoption pay?
    “We follow statutory guidelines.”
  • Is your company supportive of people who take time out to have children?
    “Yes, however it does cause disruption and we incur additional costs.”
  • How will this legislation increasing SMP rates impact upon your company and upon UK business?
    “No real difference anticipated. However, potentially an increased disruption period."
  • Is the SMP rate adequate?
    “Depends on who you ask; employee would say "no", employer would say "yes".”
  • Do you provide an enhanced maternity package on top of the minimum level?
    “No.”
  • What responses have you had from employees in response to maternity policy? Are pregnant women satisfied? How about men or women who do not have children?
    “Received no feedback from employees on this or any related issue.”

How Does Maternity Policy Affect HR Professionals?

Is the Statutory Maternity Pay (SMP) rate enough?

  • “From an employer’s perspective, yes, as depending on the size of the company this can be costly.” Alison Rodwell, Senior HR Advisor, Hewitt Associates Outsourcing Ltd
  • “Being a relative newcomer to the UK, I thought the cover available was quite good initially. Well compared to South Africa anyway, where at least they won't just dismiss you or let your position go." Alex Jaggers, HR Manager, Economatters Ltd
  • “No – I would like to see it raised. However, I don’t know how the government would fund this increase!” Claire Legassick, HR Specialist, Cargill PLC
  • “No – it is awful for those people earning more than the average salary.” Alison Clark, HR Consultant, APC Management
  • “I don’t really think SMP rate is enough to keep our employees happy…The way in which an employer enhances their package would definitely affect my decision to join.” Clare Shaw Cross, HR Manager, LMUK
  • “No – especially the flat part rate for higher earners.” Anne Yarker, HR Consultant, Simon Jersey

Do you think the way your company handles maternity leave – for both pregnant women and for childless employees – is fair?

  • “If people choose not to have children, then they should expect that those who do will need help and support. You only receive these benefits when you need them (i.e. when you have a child), and people need to accept this will occur.” Claire Legassick, HR Specialist, Cargill PLC
  • “Yes – it's as fair as possible, there are some concerns about the additional rights ie to return to the same role which is not always practicable especially if on reduced hours and in respect of additional rights in terms of holiday accrual, keeping company car, laptops, mobiles etc for the relevant leave.

    “This can seem unfair – women who are pregnant do appear to others as having "more legal rights than a protected species panda bear" but until you are in their shoes I don't think you can comment.” Alison Rodwell, Senior HR Advisor, Hewitt Associates Outsourcing Ltd

  • “Not always – as a mother of a young child I appreciate the demands on working parents, but it is also hard on those left behind to pick up the pieces and keep the business running.” Anne Yarker, HR Consultant, Simon Jersey
  • “I do get comments from those without children about the statutory time off, pay etc. My comment to those without children (and these are people who choose not to have children as a lifestyle choice) is that it is tough.” Alison Whale, HR Manager, Constar International
  • “Not really – but life is not fair anyway. In fairness, the company do the best they can with what resources are available.” Annie Tarry, HR and Administration Manager, B-Plan Information Systems Ltd

Read the second part of the article.

On page two:

2 Responses

  1. SMP rates
    Hi Kate,

    I have checked with ACAS and the SMP rate will increase to £108.85 as of April.

    Many thanks,
    Sarah Fletcher
    Sarah Fletcher, HR Zone and TrainingZONE Journalist.

  2. Statutory rates and dates
    Just a small point but the rates for SMP etc go up on 2nd April not the 1st and to £108.55 not £108.25

    Kate Upcraft
    ISIS support Services
    Freelance writer and lecturer on payroll issues

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