As a pregnant worker or new mother, you are entitled to more frequent rest breaks. Your employer should agree the timing and frequency of these breaks with you. be responsible for the child's upbringing and wish to take time off to care for the child or support the mother They are ultimately responsible for workplace safety, but you also have responsibility for your own safety.

When you’re a new parent or you’re expecting a baby you have extra rights at work. You or your partner could be entitled to: you can’t be taking adoption leave - if you and your partner are adopting, one of you can take adoption leave and the other paternity leave You can give your employer this information using HM Revenue and Customs certificates for a birth child or for an adopted child . If you’re a baby’s father or the mother’s partner you’re entitled to 1 or 2 weeks of paternity leave when you and your partner have a baby. You can also take paternity leave when you adopt a child.

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If you have a degree and training in technical support, repair, installation, networking, software debugging, and other IT-related disciplines, you are in a great position to work remotely and get compensated well. Many companies rely on remote technician support via the telephone or online, and this is one of the highest paying work from home jobs out there. You may also be entitled to some adoption pay under your employment contract. Telling your employer about your adoption leave Some older studies note there may be negative impacts.A 2010 Australian study noted that there was a link between mothers working longer hours and children watching more television. In turn, this led to increased weight gain in children and decreased exercise. The study found that women working longer hours had less direct supervision of their children and therefore often felt uncomfortable letting their children play outdoors, leading to more time watching TV. Additionally, less time to cook meals caused an increase in the amount of “junk” food consumed.

A pregnant woman has a right to paid time off to go to antenatal appointments. If you’re the mother’s partner you can also take time off work to go to 1 or 2 of these appointments - you don’t need to be married. It is clear that there are potential negatives and positives relating to being a working mother. It is inevitable that lower levels of supervision provide more opportunities for undesirable behaviour. However, the positives are significant – especially for daughters and for women themselves. Mothers who are already working should not feel guilty, and can reduce stress on themselves by considering any possibilities for flexible working. The best way to safeguard against any negative outcomes, will still enjoying the benefits of the positive aspects is to ensure that your parenting is not affected. If a working mother is careful to continue to parent in an engaged and active manner, there are few meaningful negative consequences to working. If you have raised safety concerns and believe your employer has failed to take appropriate action, you can: This guidance applies to all pregnant workers and new mothers, including some transgender men, non-binary people and people with variants in sex characteristics, or who are intersex. You’ll need to have worked for your employer for at least 26 weeks by the end of the week where you get official notification.

You can change when you want to take paternity leave - just give your employer 28 days' notice of the changed date. More information about paternity leave You’ll need to give your employer notice that you want to take paternity leave. You should do this by 15 weeks before your baby’s due date, or within 7 days of being matched with a child for adoption. when the baby is due or the date of the birth (if you’re adopting, give the date you’re matched with your child or the date when the child is placed with you) If they identify a risk that could cause harm to you or your child, they must firstly decide if they can control it. The Working Mother Research Institute conducted a survey in 2015 of working mothers asking how they felt. They found some unsurprising findings – that mothers that make less money are less satisfied for example. They also found that mothers tend to de-prioritise self-care when there are high levels of stress between work and home life. The biggest single contributing factor to satisfaction for working mothers was flexible working.