In our 6 October 2016 update we reported that a failure by easyJet to limit duty days to 8 hours, to allow two female cabin crew members who were breastfeeding their babies to express milk, was found to be indirect discrimination. CIPD People Management have just published a very useful article ‘Top tips for accommodating breastfeeding at work’ which can help employers avoid breaking the law. The article looks at the law which impacts on mothers breastfeeding at work and highlights that many women postpone returning, in order to continue breastfeeding. While employers may view providing additional facilities for breastfeeding women, and being flexible about hours and breaks, it may benefit them if it helps retain staff. Employees are likely to have different needs, depending on their own particular circumstances, so an individual discussion as to how the employer can help is essential and the article ends with 6 top tips for accommodating breastfeeding at work.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
