Pregnancy is a wonderful and adventurous journey for most women especially first time mothers. The long period of 9 months come with a lot of emotions, physical and mental changes which could reflect badly on other people in the surroundings. However, the most challenged women are the ones that are of the working class.
Most women decide to work as far as possible into their pregnancy before they can consider taking maternity leave. Women have been heard saying, they want to spend more time with their babies after pregnancy as their reason for working as far as 8 months in some instances. However, due to the ever growing baby, body size and increased weight, pregnant working mothers tend to suffer from some challenges. These include tiredness, decreased movement speed, less focus, inability to work morning shifts due to morning sickness and swelling of feet.
The Employment has a code of good practice with regards to pregnant and breastfeeding women and employment. Employers are required by the law to provide working environments that are healthy and safe for pregnant women and their babies.
Section 26 (1) of the BCEA which prohibits employers from requiring or permitting pregnant or breast-feeding employees to perform work that is hazardous to the health of the employee or that of her child.
Employers should identify record and regularly review potential risks to pregnant or breast-feeding employees within the workplace, implement protective measures and adjustments to working arrangements for them. Employers should inform employees about hazards to pregnant and breast feeding employees and of the importance of immediate notification of pregnancy.
Such women shall not be exposed to excessive noise, vibration, radiation, electric and electromagnetic fields and radioactive substances or work in extreme environments; heavy physical work; static work posture; frequent bending and twisting; lifting heavy objects and movements requiring force, repetitive work, awkward postures; no rest, standing for long periods, sitting for long periods, to mention but a few. Employers are encouraged to ensure that pregnant women in areas with proper heating-and-air-conditioning systems.
However, despite putting all necessary measures to safe-guard and provide the most conducive workplace for pregnant women, incidents can still happen. It is essential for employees to know that the WCA follows certain channels with regards to dealing with claims involving incidents of pregnant women.
The WCA will cover all medical cost of the injured employee. However, it must be known that the child, who is considered not to be an employee of the company, shall not be the covered by this authority. The cost of any medical bills incurred during check-up of the baby to ensure his heal, for example ultra-sound scans after an incident are not a responsibility of the WCA.
Because of this cause, employers should ensure that they provide the best working conditions and take necessary steps in ensuring the health and safety of the employee. Employers should not be considering taking the easy way out by firing a pregnant employee as it is a criminal offence to do so.
There is various ways that employees can take to ensure that pregnant women still perform well and effectively without losing focus hence; contributing to accidents.
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