Phone: 0808 800 0082 Information to support you to risk assess visiting policies is in the Royal College of Midwives’ briefing Reintroduction of visitors to Maternity Units across the UK during the COVID-19 pandemic. The remaining factors involved in reaching a decision about your safety at work must be evaluated in an individualised risk assessment, conducted … Quality and safety activities, and support for translating evidence into practice are included in the guideline supplement. closed on Sundays and Bank Holidays. following birth, a postnatal risk assessment should be performed including VTE assessment and the specific care needs for women with vulnerabilities (e.g. If you're pregnant, you may be unsure how coronavirus (COVID-19) could affect you, your baby and your pregnancy care. Coronavirus: pregnancy and maternity FAQs. Your employer must keep their risk assessment under review, taking account of the clinical guidance from the RCOG, and take action to manage the increased risk from Covid-19 for pregnant women: ’Employers have a responsibility to protect the health and safety of pregnant women who are working. equitable experience of maternity and neonatal care during COVID-19 in Scotland. As you can appreciate, we are all living in challenging times and I wanted to reassure you of the following that is specific to maternity services at Harrogate and District NHS Foundation Trust; 1. mental health, substance use, etc.) Queensland clinical guidelines endorsed for use in all Queensland Health facilities. 2.1 Perinatal mental health (for all women) Carry out a risk assessment. For more information on organisations who can help employers and employees contact: If you think you might have been treated unfairly and want further advice, you can contact the Equality Advisory and Support Service. If you hire someone who's pregnant and self-employed, you're still responsible for making sure they're healthy and safe at work. Click on the link below to access the example risk assessment template: Example risk assessment for COVID-19; Use it as a guide to think about: The additional hazard that COVID 19 introduces into your business ; the steps you need to take to control the risks. Flowchart: triage and risk assessment of suspected or confirmed COVID-19 women . Alternatively, you can visit our advice and guidance page. Please contact workingforward@equalityhumanrights.com to share your stories. You can email using the contact form on the EASS website. When you receive your NHS email and assignment number you will need to resubmit using the Existing Staff and Flexible Staffing link. 16 October 2020. You must not discriminate against employees who are: Unless a pregnant employee or new mother needs adjustments to her working conditions for health and safety reasons, you should treat her the same as any other employee. Risk assessment during the coronavirus (COVID-19) pandemic. Maternity Care during the COVID-19 pandemic. Individual Risk Assessment Checklist for COVID-19 Pregnant or Other At-Risk Staff Groups The majority of staff in the red group will be in the Public Health England “shielding group” and will be contacted individually by the NHS. Whatever stage of pregnancy you are at, your employer has a duty to consider the risk of contracting COVID-19 to you and your unborn child. It's important to tell your midwife or maternity team if you have symptoms of coronavirus. Added COVID-19: infection prevention and control dental appendix. Tagged in. health and safety risk assessment of your individual working environment, specifically looking at your role within it. We are interested in hearing from employers and employees about good practice in managing non-discriminatory decision making processes during the coronavirus (COVID-19) pandemic. Maternal medicine/pregnant women with additional co-morbidities. Please click here to complete your Covid-19 Personal Risk Assessment. Queensland Clinical Guideline: Maternity care for mothers and babies during the COVID-19 pandemic Refer to online version, destroy printed copies after use Page 6 of 36 Flowchart GDM screening and testing when local risk of COVID -19 is elevated Check the new rules for January 2021 Services and information. Read our guidance for maternal medicine in the coronavirus (COVID-19) pandemic.Version 2.5: published Wednesday 9 December 2020.; The RCOG guidance on self-monitoring of blood pressure in pregnancy has also been updated and can now be found as an appendix within … Make sure the selection process around redundancies or furloughing, including criteria and scoring, does not disadvantage an employee because of pregnancy, maternity leave or a related reason. health.wa.gov.au 3 Table of contents Part one: ... Maternity care during COVID-19 pandemic : This section applies to all pregnant women irrespective of COVID-19 status. their maternity leave begins; it's safe for them to start work again You must also give the employee: the outcome of the risk assessment; the reason why the risk could not be removed If they're self-employed. Coronavirus (COVID-19) - PPE for Maternity and Neonatal Services - 22 October 2020 (Word) COVID-19 Maternity and neonatal care during coronavirus - 16 October 2020 (Word) COVID-19 Pregnancy triage, assessment and care - 14 October 2020 (PPT) COVID-19 Labour and birth care - … More general information is available from the Health and Safety Executive. COVID-19 workforce risk assessment tool: education, childcare and youth work poster; Working for the NHS and social care: coronavirus. have you treated a pregnant worker differently to other employees in a way that could affect their pay, job prospects or job security? ... An employer must carry out an individual risk assessment for all pregnant employees. NHS Midwives Employment. Benefits … This means that we are having to make some changes to the way we are wor… ... By law, your employer must have a general health and safety risk assessment for all employees in their workplace. Your duties on pregnancy and maternity, what you need to do for the dismissal to be fair, full guidance for employers on how to support pregnant women, social distancing guidance relating to coronavirus (COVID-19), whether the workplace risk is greater than in everyday life outside the workplace, including getting to and from work, providing a suitable place to rest for breastfeeding mothers that allows social distancing guidance to be followed – it is also good practice to provide reasonable facilities and breaks, offer a suitable alternative job where the terms are similar and not substantially less favourable, suspend her on full pay if no other suitable work can be found, you want to avoid obligations under health and safety legislation, you must provide her with a written explanation about why she was dismissed or offer her a suitable alternative job where the terms are similar and not substantially less favourable, if the employee has worked continuously for you for at least two years you must also show there is a fair reason for the dismissal and that you followed a fair procedure, you are legally required to give her the first option on any suitable alternative work which is available, she must be considered before any other employee, it is your responsibility to identify a suitable alternative available position and offer it to your employee, it is not enough to tell the employee to search the intranet to find a suitable alternative job, she wants to continue working and can do so without additional health and safety risks, she has to self-isolate, cannot come to work or is off sick for non-pregnancy related sickness, she is off sick with pregnancy-related sickness unless she is in the last four weeks before her maternity leave starts, an employee entitled to maternity leave must take at least two weeks compulsory maternity leave after the baby is born, or four weeks if she is a factory worker, you must not ask a woman to work, or allow her to do so, in this compulsory period - she is entitled to return any time after that, provided she gives you eight weeks’ notice, employees are legally entitled to take up to 52 weeks maternity leave, you must assume that a woman on maternity leave will return at the end of the 52 weeks unless she gives eight weeks’ notice to return earlier - the same applies to adoption leave, she wants to postpone it and you agree, whether paid or unpaid, she changes the return date and has not given you the full eight weeks’ notice, in which case you can delay her return but only up to the end of the eight weeks, any reorganisation, or other changes that affect her job, any promotion or other job opportunities, explaining what she needs to do to apply, possible or planned redundancies or furlough that might affect her, offer Keeping In Touch days – up to 10 days of work during maternity leave that doesn’t affect entitlement to Statutory Maternity Pay and may help with understanding changes to roles and workplaces during the pandemic. are you monitoring the impact of your decisions on pregnant women and breastfeeding mothers. Textphone: 0808 800 0084. In its 11th update of the risk assessment, the ECDC reports that, as of 2 August, the EU/EEA countries and the UK had reported 1,733,550 cases, representing 10% of all cases. Queensland Clinical Guidelines (QCG), Queensland Health. COVID-19 Risk Assessment for BAME, Vulnerable and Pregnant Staff and Staff returning to work following shielding. The risk assessment must take into account: their job, any pre-existing health conditions, use of public transport, This risk assessment is used to manage your start with the organisation. Maternity, paternity and adoption ... An individual health RA (risk assessment) for COVID-19 is an estimate of how likely you are to contract it in the type of work you do (workplace RA) and the likely medical consequences if this happens (personal health RA). The RCOG clinical advice which is outlined in both the Occupational Health statement and our clinical guidance Coronavirus (COVID-19) infection in pregnancy must be considered by your employer as part of your workplace risk assessment. A risk assessment for all pregnant workers and new and breastfeeding mothers must take into account: their job; any pre-existing health conditions; use of public transport; social distancing guidance relating to coronavirus (COVID-19) whether the workplace risk is greater than in everyday life outside the workplace, including getting to and from work; 2. 1. You should also ask them for help with any other concerns as you usually would. Coronavirus FAQs for all members who are pregnant or on maternity leave. COVID-19 Occupational Risk Assessment Guidance This guidance explains the risk and vulnerability assessment process in relation to the specific risk of COVID-19 to individuals in the workplace. The aim of this risk assessment is to ensure staff who are more vulnerable to COVID-19 and/or who are returning to work following shielding, are, as far as reasonably practicable, protected against exposure to the virus in the workplace. AIMS supports all maternity service users to navigate the system as it exists, and campaigns for a system which truly meets the needs of all. Also available through the website are BSL interpretation, web chat services and a contact us form. All employers must continue to abide by this. You must not insist maternity leave is taken earlier than planned if: Do not put pressure on a worker to cut short maternity leave or confirm a return date: Don’t postpone an employee’s return to work from maternity leave unless: You must contact employees on maternity leave about: For more information, please see our full guidance for employers on how to support pregnant women, employees on maternity leave and those returning from maternity leave. Possible risks include: Physical agents . The risk assessment should be reviewed at reasonable intervals, because risks may vary/change at different stages of the pregnancy. We are still learning about COVID-19 (coronavirus). If you dismiss an employee on maternity leave: You can ask about when the employee wants to start her maternity leave but she is only required to give a definite date 15 weeks before her due date. Fresh guidance issued after growing outrage about women being forced to go through labour alone Last modified on Wed 16 Dec 2020 23.37 EST Hospital … Coronavirus (COVID-19) Health and wellbeing. Join our email newsletter mailing list to stay up to date with campaigns, news and guidance. This does not mean that pregnant women are protected against COVID-19. COVID-19 workforce risk assessment tool: health care poster; Your responsibilities as an employer: coronavirus Your workplace risk assessment must specifically consider any risks to the health and safety of a new or expectant mother, or that of her baby. `S$¤5etóáˆØ~bÎáivu#æòÌPÂܬ¤b‰’¢€TøíW`%xHAJ[`UöÐÆ%ë ÖÝç{t-|O÷mâB é\ØÚvèYi¦$O_‘!^ˆ«. Coronavirus (COVID-19) guidance for employers: Your duties on pregnancy and maternity, 1. This is called a COVID-19 risk assessment and it’ll help you manage risk … Protection of pregnant women at work during the Covid-19 pandemic April 2020 applies to all pregnant women, regardless of how many weeks gestation5. AIMS does not give medical advice, but instead we focus on helping women to find the information that they need to make informed decisions about what is right for them, and support them to have their decisions respected by their health care providers. Managing pregnancy and maternity at work: a conversation guide for employers. Advice for pregnant healthcare workers during COVID-19. We don't fully know how it affects pregnant women and their babies. COVID-19 Infectious diseases Maternity. Health bosses have been asked to undertake a risk assessment in each part of their maternity service to spot areas where Covid-19 transmission may be higher. Risk assessment for an expectant or new mother: Risk Assessment Review Action to be taken to further reduce risk Person responsible for completing action Target completion date (Prioritized on risk) Action closure Date Priority Signature Date Review DSE assessment … is there something you can do differently to ensure these unintended consequences don’t happen? 10am to 2pm Saturday Continued use of Near Me, Vcreate and remote monitoring commensurate with workforce availability, to increase access & deliver person centred care subject to individual risk assessment. Do not furlough without agreement, select for redundancy, dismiss, overlook for promotion or reduce the hours, shifts or opportunity for bonuses of an employee just because: If you dismiss an employee who is pregnant: Acas has more information on what you need to do for the dismissal to be fair. 9am to 7pm Monday to Friday 20 October 2020. The information we have so far shows that pregnant women or their babies are not at a higher risk of serious illness if they get COVID-19. If a case of Covid-19 is identified which is linked to a maternity unit, the HSE’s Public Health teams will undertake a public health risk assessment. If an employee has a specific personal concern regarding their health and safety at work whilst pregnant, they can contact the Occupational Health Service directly on a confidential basis. Maternity and Neonatal disciplines are well supported. As set out in the Maternity Covid-19 Planned Care/Service Standards and RCM / RCOG Guidance , antenatal appointments at 16 and 25 weeks can be held virtually. ... your employer might have to suspend you on full pay until the risk is removed or until your maternity leave starts. A risk assessment for all pregnant workers and new and breastfeeding mothers must take into account: If a risk is identified in the workplace which is greater than the risk outside the workplace, you must make reasonable changes to avoid that risk, such as: If this is not possible, for example because a healthcare assistant is in close proximity to others, then you must. These are minimum standards and Boards should consider whether additional visitors can be enabled throughout care, subject to local context, risk assessment and individual patient needs. Coronavirus (COVID-19) Coronavirus (COVID-19): guidance and support Brexit transition. In particular, this is relevant to those staff ... reasonable adjustments for employees and employers’ duties on pregnancy and maternity. That we remain committed to providing the highest standard of maternity care to you and your family despite the challenges presented by the current situation. Re-arranged document order and moved ‘COVID-19: epidemiological definitions of … Coronavirus (COVID-19) guidance for employers, 3. This includes taking reasonable steps to protect your workers and others from coronavirus. Recommended measures may … There is a strong body of law that protects pregnant workers. As an employer, you must protect people from harm. COVID-19 workforce risk assessment tool: social care poster; Schools: coronavirus. ` % xHAJ [ ` UöÐÆ % ë ÖÝç { t-|O÷mâB é\ØÚvèYi¦ $!... April 2020 applies to all pregnant women and their babies evidence into practice are included in the supplement. 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