A. Alysoun Stewart writes:
Maternity is a fact of life, and just like any other extended period of absence, such as long-term infirmity or sabbaticals, it requires sound risk management to cope effectively with the situation. In fact, pregnancy should allow a company quite a long planning period in order to manage disruption to the business. The challenge is that there is a cost increase of providing cover during the absence period and the possibility that the employee may decide not to return.
Well-documented business processes will ensure that the information exists within the firm that allows others to pick up the reins, while interim services can provide qualified temporary personnel who can enter the workplace without extensive training. The use of junior employees as part of a succession management process will allow them the opportunity to shine and, with appropriate supervision, receive adequate support. Furthermore, overlapping periods of handover will also enable the firm to manage the absence more effectively.
Once maternity leave is over, flexible return-to-work schemes are more likely to attract the employee back. Also consider childcare or nursery credits as part of an employee remuneration scheme, as they can be very tax efficient for both parties.
Sound planning will get you through. Take professional advice on remuneration, strategies for client record-keeping and other operational aspects of the business. For larger firms, a documented business risk and recovery plan can be commissioned that deals with all aspects of threats from ‘external’ events. Maternity is an example of the kind of situation that businesses need to plan for and not fear, and provides the opportunity for employers to demonstrate support for their employees during a major event in their lives.
Alysoun Stewart is head of Entrepreneurial Advisory at leading global accounting, tax and business advisory firm Grant Thornton.
www.grant-thornton.co.uk
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