Maternity suspension

Suspension is the last safety step

Maternity suspension is a health-and-safety measure. It is not disciplinary suspension, sickness absence or maternity leave. It applies when work presents a significant risk to a pregnant worker, someone who has recently given birth or someone who is breastfeeding, and the risk cannot be dealt with safely another way.

Start with the individual risk assessment. Remove or control the risk where possible. If that is not enough, adjust the working conditions or hours. Next, offer suitable alternative work on equivalent terms, including pay. Only then should paid suspension be considered. The HSE risk-assessment guidance sets out that order.

Make the alternative genuinely suitable

An alternative is not suitable merely because it is available. Check the duties, location, hours, risk controls, skills required and any medical recommendation. Explain the temporary arrangement and keep the employee's contractual position clear.

Do not jump from identifying a risk to sending someone home. The employer must first consider controls, adjustments and suitable alternative work.

An eligible employee who is suspended on maternity grounds is normally entitled to full pay for as long as the suspension is necessary. Status and agency arrangements can affect the detail, and unreasonable refusal of suitable alternative work can affect pay. Use the current Acas guidance before deciding.

Review rather than leave it parked

Record the risk, controls tried, medical advice, alternatives considered, decision, pay and review date. Revisit the arrangement as the pregnancy, workplace or medical advice changes. A suspension should end when the risk can be controlled, suitable work becomes available or the relevant protected period ends.

Northern Ireland has parallel protections, but the local process should be checked against nidirect guidance. Keep health information restricted and explain the practical plan without implying blame.