Using the safety committee

Another important platform for collecting information and securing change where a union is recognised is the safety committee. An employer who receives a written request from at least two safety reps must establish a safety committee within three months of that request.

Maternity-related Issues might include, for example:

• checking that any pregnancy/maternity policies in place are being implemented as intended by line management;

• finding ways of making sure that women’s voices are listened to (see Chapter 4);

• monitoring for pregnancy-related bullying or harassment, for example in relation to requests for time off for antenatal appointments, breast-feeding, or pregnancy-related sickness absence;

• promoting better line management training;

• monitoring sector specific safety concerns relating to pregnancy or maternity.

Safety reps can conduct surveys or questionnaires of the employees in their bargaining unit, focusing on pregnancy/maternity issues, especially if they suspect that a problem faced by one worker may be part of a wider pattern. As always, safety reps must not reveal information about a member’s complaint to other members without their express permission.

It is important that reps keep proper confidential records of complaints, including action taken or reasons for not taking action, and any subsequent developments. Evidence of a recurring pattern can be used to form the basis of a collective approach to management.