My question is therefore, what do i do if i know this member of staff does not intend to return to work after the birth of her baby. I have it on good authority that her husband has been offered another job in Holland and that they intend to move ther in late November, the baby is due in April. She has informed me that she will return to return to work after her baby is born. This lady holds quite a responsible position, one which i will need to fill as soon as posible.
Carol Harrison
3 Responses
You can only work on the information provided
If your staff member has told you that she intends to return to work then you have to believe her until such time as she informs you otherwise. Working on hearsay is not a good idea.
Since the changes in maternity leave and pay regulations you will have to expect her to return to work at the end of the period she has nominated as her maternity leave. If she wishes to return early then she must give you at least 8 weeks notice of her revised return to work date.
In the interim you will have to find cover on the basis of maternity cover. You must make no mention of it perhaps becoming permanent as this implies something you do not know for certain.
It might be tempting to try and confirm some of the rumours with her but the better thing to do would be to get professional advice.
A good source of employment law advice is available from acas, try http://www.acas.org.uk
John
Maternity Leave
John Valentine has given you very sound advice.However,the period of notification of intention to return is now 4 weeks and not 8
Ask ACAS for more
Try HRZONE
There is a sister website to this, http://www.hrzone.co.uk, where you may be more likely to get unequivocal advice