Chance of being pregnant - do I go ahead with it? How do benefits work

tigtag02

vaio wrote: »

Now who is being delusional, obviously you can't sack someone for being pregnant.

The whole point of my posts (go back and read them) has been that you can sack someone for not telling the truth during the recruitment process.

Not telling you that they are pregnant is NOT lieing and being that you cannot ask them how exactly have they not told you the truth

You can argue your point till you are blue in the face vaio but the fact remain that you are walking on exceptionally dodgy ground no matter how you try to relay your point to a tribunal once you get taken there!!

vaio

vaio wrote: »

……Which law are you referring to that says you don’t have to disclose? Are you saying that pre-employment medical questionnaires or examinations are unlawful or can be lied to without consequences? What about in-service occupational heath assessments?

Spendless wrote: »

The law mentioned on here that says you don't have to inform your employer of pregnancy until you are x weeks pregnant……

Yes, but which law? And what about the other points in my post? Are pre-employment medical questionnaires or examinations unlawful? can they be lied to without consequences? What about in-service occupational heath assessments?

Spendless wrote: »

Now if the job requires you to do something you *can't* (shouldn't do) in pregnancy such as eat soft cheese (e.g. brie) and someone tells you they can do that and later says they can't cos they are pregnant but didn't mention it. Then I think you would have grounds for dismissal.

Whilst I’m struggling to think of a job that involves eating brie (and if I see one I’m going to apply for it!), I think you are wrong on this bit, once pregnancy is known about a whole raft of risk assessments are required under H&S legislation (among others) and employers are required to reduce or remove any risks identified. This may involve moving the woman to a different role, providing additional equipment or routines and in the ultimate case (if the risks can’t be reduced to acceptable levels) lots of sources argue that the woman should be suspended on full pay on H&S grounds although I’m sure others would argue that dismissal would be reasonable in these circumstances.

tigtag02

Ok vaio

We'll try this again as you dont seem to be getting it.

You CANNOT ask a woman at interview if she is pregnant either verbally or via a medical.

You are correct that H&S checks must be carried out once you are aware that your employee is pregnant but BY LAW she does not have to inform you until she is 20 weeks.

You are, or are certainly coming across as a very discriminative employer.

immoral_angeluk

Vaio. A woman CANNOT be sacked for not disclosing she is pregnant. There are no laws or regulations to say that she HAS to tell anyone unless she is looking at claiming her maternity benefits.
If you were to sack her for 'not disclosing full facts' or whatever rubbish reasoning you've given you could be seen as being sexual discriminative for sacking her simply because she didn't tell you she was pregnant.

Get your facts right.

Spendless

vaio wrote: »

Are pre-employment medical questionnaires or examinations unlawful? can they be lied to without consequences? What about in-service occupational heath assessments?

You must fill in some strange questionaires. I've never seen one that asks

Are you currently sick in the morning?

Do you need to keep weeing?

Do you have heartburn?

Have your nipples turned brown?

Have your periods stopped?

Can you eat pate/soft cheese/runny eggs?

tigtag02

Spendless wrote: »

You must fill in some strange questionaires. I've never seen one that asks

Are you currently sick in the morning?

Do you need to keep weeing?

Do you have heartburn?

Have your nipples turned brown?

and big :eek:

Have your periods stopped?

Can you eat pate/soft cheese/runny eggs?

What does your fundus measure?

Spendless

vaio wrote: »

Whilst I’m struggling to think of a job that involves eating brie (and if I see one I’m going to apply for it!), I think you are wrong on this bit, once pregnancy is known about a whole raft of risk assessments are required under H&S legislation (among others) and employers are required to reduce or remove any risks identified. This may involve moving the woman to a different role, providing additional equipment or routines and in the ultimate case (if the risks can’t be reduced to acceptable levels) lots of sources argue that the woman should be suspended on full pay on H&S grounds although I’m sure others would argue that dismissal would be reasonable in these circumstances.

Sorry I missed this bit. I didn't mean if you already had a job as an eating brie tester (and I've never seen such a job either:D ) and then announced you were pregnant in which case I would imagine you ahve to do as you've said, but if you went for a job as a brie tester when pregnant and then announced on your 1st day, can't do this because......... But I don't actually know.

vaio

tigtag02 wrote: »

Ok vaio

We'll try this again as you dont seem to be getting it.

You CANNOT ask a woman at interview if she is pregnant either verbally or via a medical.

You are correct that H&S checks must be carried out once you are aware that your employee is pregnant but BY LAW she does not have to inform you until she is 20 weeks.

You are, or are certainly coming across as a very discriminative employer.

I’ll try again…….

WHICH LAW?

vaio

Spendless wrote: »

You must fill in some strange questionaires. I've never seen one that asks

Are you currently sick in the morning?

Do you need to keep weeing?

Do you have heartburn?

Have your nipples turned brown?

Have your periods stopped?

Can you eat pate/soft cheese/runny eggs?

Not ones I’ve ever seen on a medical either but also not really an answer to my questions which were…..

Are pre-employment medical questionnaires or examinations unlawful?
Can they be lied to without consequences?
What about in-service occupational heath assessments?

And, if they can be lied to, how does that tie in with the H&S legal requirement for employees to comply with the company H&S policy?

Is it only pregnancy you can lie about? What about epilepsy? Colour-blindness? Chronic bad back? A degree you don’t have?

vaio

Spendless wrote: »

Sorry I missed this bit. I didn't mean if you already had a job as an eating brie tester (and I've never seen such a job either:D ) and then announced you were pregnant in which case I would imagine you ahve to do as you've said, but if you went for a job as a brie tester when pregnant and then announced on your 1st day, can't do this because......... But I don't actually know.

As others will no doubt say I’m no expert on employment law but the way I read it is that if you employ (new or existing) a pregnant woman then you need to do the risk assessment, change routine, add equipment or re-deploy as needed to reduce the risk to an acceptable level and if you can’t then she needs to be suspended on full pay on H&S grounds.