This checklist compiles the legal obligations, but also additional actions you can take (see “tips”) to make your organisation more family-friendly. Obviously, you start by reviewing what is necessary and possible at your company. This checklist is not exhaustive but a first tool to get started.
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Contact the (external) prevention advisor and occupational physician for a risk analysis. This analysis identifies the risk factors and hazards that (may) be present in specific work processes and work situations in the company, including for pregnant workers. Based on this, prevention measures need to be worked out in the context of a comprehensive prevention plan. Also provide a suitable area for new mothers to discreetly breastfeed or express, in hygienic conditions (for this, see checklist 'Breastfeeding'). |
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Inform yourself about the legal obligations concerning pregnancy, such as maternity leave, birth leave, parental leave, benefits, protection against discrimination and so on. You can find more information on the website of the National Institute for Health and Disability Insurance, the website of the National Employment Office, or with your social secretariat. Also consult the other checklists for more information. |
 SUGGESTION
Integrate all pregnancy-related measures into your personnel policy. Collect all agreements and arrangements regarding pregnancy and parenthood in an internal work regulations or information folder which is always accessible to all your employees. |
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Inform your employees (including board/management) about your pregnancy policy. Inform them, and specifically your female employees, about the results of the risk analysis carried out and the preventive measures taken. For example, make it a permanent item on the agenda of an internal consultation (e.g. staff meeting) where matters around work-life balance can be discussed. It is also possible to use the organisation's intranet or other online channels, or to incorporate it into the work regulations. |
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SUGGESTION
Discuss work-life balance during your induction, assessment or development interviews. |
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Do not discriminate pregnant workers. Pregnancy is a protected ground in the Gender Act of 10 May 2007. This means that pregnant employees cannot be treated unfavourably on account of their pregnancy. Discrimination in the workplace can take various forms, including different treatment, harassment, ineligibility for a promotion, not hiring someone because she is/may become pregnant, dismissing someone because of prolonged absence during maternity leave, and so on. You can conduct prevention campaigns to raise awareness among your workers or to help them discern prejudices and discriminatory behaviour. More information can be found in the brochure ‘Pregnant at work. Guide for Employees and Employers to Discrimination-Free Treatment’. |
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SUGGESTION
Inform your workers and employees (including board/management) about pregnancy discrimination and the procedures that have been drawn up in this regard. You can also address this in your personnel policy to enable your employees (including board and management) to identify pregnancy discrimination, for example during job interviews, complaints or when an employee on their team announces her pregnancy. |
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Undergoing treatment for medically assisted reproduction can be very stressful for an employee, as well as for her/his partner. Take a look at what you as an employer can do when there is extra pressure at home.
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An employee has told you she is pregnant. What now? What things need to happen and what other things can you do to make it as comfortable as possible for yourself, the colleagues and the pregnant employee?
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Your employee is back at work and is still breastfeeding her child. There are a few legal obligations and bits of administration that you need to take account of here as an employer. There are some extra measures you can take to make things as comfortable as possible for the employee.
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It is not only the pregnant employee who is entitled to leave and protections; her partner also has rights. They are undergoing a major change in their private life, which you as an employer would be well-advised to take account of.
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There are several different ways to become a parent. You can also adopt a child or become a foster parent. This is just as radical an event as a pregnancy and also has a tangible impact on one's private life. Adoptive or foster parents are equally entitled to leave and protection against dismissal.
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Unexpected events or new phases of the child's life can once again disrupt the balance between one's work and private life. Parental leave for both parents can provide an answer to this.
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When children get ill or other family members need care, it is sometimes difficult to combine one's private life with work smoothly. This is why there are various forms of care leave, namely palliative leave, medical support leave and informal care leave.
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Does your employee need more time to take up a caring role for family members or the children? Then time credit may be a solution. This checklist discusses the motives for which time credit can be requested, along with the periods and administrative details important for this.
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What should you do in a specific situation (e.g. multiple pregnancy) or if things do not go as planned (e.g. miscarriage or death of the mother during childbirth)? This page will provide you with information about these specific situations and the relevant regulations.
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