Ways to get employers to act

There is a strong business case that unions can make for good maternity provision and flexible working practices. There is well documented evidence that good maternity provision improves recruitment and retention, reduces training costs, lowers stress levels and improves morale, as well as providing good reputational benefits. (And employers risk high reputational costs when pregnant women are shown to have been poorly treated, as illustrated by the recent experiences involving retailer Sports Direct – see page 7).

However, it is important not to over-emphasise the business case for maternity protection. Basic maternity provision is not a gift from employers but a right. Employers claw back most of the cost of these statutory payments through deductions from their national insurance bill (92%, or 103% for small employers). Similarly, all pregnant workers have a right to protection from negative treatment during pregnancy, irrespective of any business case.

Unions can also build a strong case for good maternity provision based on the legal need to protect women’s health, safety and well-being (see page 74 and Chapter 4).