Should you have to give your employer proof of antenatal appointments?

peachyprice

Lunar_Eclipse wrote: »

Absolutely not.

Unless proof was required for ALL health related appointments and any absence from work.

Otherwise it's gender based discrimination, since men would never require antenatal appointments. And what about a person's right to privacy? A boss knowing you'd had a miscarriage when you hadn't told your friends or family for instance?

I didn't inform my boss/employer until after my 21 week scan on both occasions. I didn't want any discussion or speculation etc about me and my work until absolutely necessary.

EDIT: I only ever had two scans/pregnancy and the usual 4-6 weekly two minute check ups during my pregnancy, before leaving on maternity leave, which I scheduled first thing (8am) so impact on work was minimal. If lots of time off was required, I can see the need to divulge to an employer. But they don't have a right to know anything health related unless it impacts your productivity.

An employer isn't legally obliged to pay for time off for any other medical appointments though, huge difference.

Lunar_Eclipse

peachyprice wrote: »

An employer isn't legally obliged to pay for time off for any other medical appointments though, huge difference.

Fair point, but illogical, if true.

Most pregnancies occur through choice, yet many health related issues are not a choice. I know it's difficult to know where to draw the line and some people abuse rules/trust, though that is never good reason to legislate or not. For example, it doesn't seem right to me morally that absence due to appointments relating to pregnancy would be covered by an employer's legal obligations if something like cancer treatment is not (which I really hope is not the case!)

I appreciate someone needs to cover the cost of employee absence, but I can't understand pregnancy related costs being superior to life saving treatment.

theoretica

Lunar_Eclipse wrote: »

Fair point, but illogical, if true.

Most pregnancies occur through choice, yet many health related issues are not a choice. I know it's difficult to know where to draw the line and some people abuse rules/trust, though that is never good reason to legislate or not. For example, it doesn't seem right to me morally that absence due to appointments relating to pregnancy would be covered by an employer's legal obligations if something like cancer treatment is not (which I really hope is not the case!)

I appreciate someone needs to cover the cost of employee absence, but I can't understand pregnancy related costs being superior to life saving treatment.

For me, the logic is that antenatal appointments aren't just about the mother's health - they are for the baby.

peachyprice

Lunar_Eclipse wrote: »

Fair point, but illogical, if true.

Most pregnancies occur through choice, yet many health related issues are not a choice. I know it's difficult to know where to draw the line and some people abuse rules/trust, though that is never good reason to legislate or not. For example, it doesn't seem right to me morally that absence due to appointments relating to pregnancy would be covered by an employer's legal obligations if something like cancer treatment is not (which I really hope is not the case!)

I appreciate someone needs to cover the cost of employee absence, but I can't understand pregnancy related costs being superior to life saving treatment.

Well it is true.

Blame the Equality Act. Being pregnant is a protected status, being ill isn't.

heuchera

peachyprice wrote: »

Well it is true.

Blame the Equality Act. Being pregnant is a protected status, being ill isn't.

Not quite.

Cancer patients are covered under the Disability Discrimination Act 1995.

http://www.safeworkers.co.uk/canceryourrightsasanemployee.html

Though why cancer is singled out as opposed to any other life-threatening serious illness I do not know. I suppose that's what happens when legislation comes in - common sense flies out of the window.

Andypandyboy

Actually anybody classed as disabled under the Equality Act is protected. You may have to argue your disability fell under the definition though. Employers need to be careful that anyone so designated is not discriminated against by any policy re appointments etc.

https://www.gov.uk/definition-of-disability-under-equality-act-2010

peachyprice

Does't change the fact that employers don't have to give paid leave for the majority of GP appointments. Registered disabled people are a whole different kettle of fish.

Andypandyboy

peachyprice wrote: »

Does't change the fact that employers don't have to give paid leave for the majority of GP appointments. Registered disabled people are a whole different kettle of fish.

You don't have to be "registered" disabled. You just have to have a condition which confers protected status under the Act. Employers must make reasonable adjustments for those conditions and medical appointments are considered reasonable.