FAQs

All items: Hazard identification and risk management

Why is it important for an employer to keep the risk assessment for a pregnant employee under review?
Where a risk to a pregnant employee has been identified that cannot be avoided, what is the first step that the employer should take?
What adjustments to a pregnant employee's working conditions or hours of work might an employer make?
Where an employer reduces a pregnant employee's working hours to avoid a risk to their health and safety, can it reduce their pay accordingly?
Where it is not reasonable for an employer to alter a pregnant employee's working conditions or hours of work, or doing so would not avoid the risk to their health, what should it do?
What does "suitable" alternative work mean in relation to a pregnant employee who cannot do their normal job for health and safety reasons?
What are the consequences for a pregnant employee of refusing an offer of suitable alternative employment made for health and safety reasons?
Where a pregnant employee is suspended on health and safety grounds will this trigger their maternity leave at a certain point?
What are an employer's responsibilities to an employee on a work assignment abroad who becomes stranded due to political violence or rioting in the area?
What should an employer do if an employee is due to go abroad on a work assignment to an area that becomes affected by political violence or rioting?

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About this category

Frequently asked questions and answers on hazard identification and risk management.