Alice DeBoos, Partner, K&L Gates outlines what employers need to know about redundancy and employees on maternity leave
Alice DeBoos, Partner, K&L Gates outlines what employers need to know about redundancy and employees on maternity leave
It should be straightforward but it often is not. Redundancy is where a role is no longer required to be performed by anyone. What often happens when a person takes maternity leave is that the tasks that person performs are split up amongst others for the period and occasionally businesses then decide that the role is no longer required.
Provided that the assessment of the role for redundancy remains an objective exercise, it is not unlawful to proceed with a redundancy of a role where the current incumbent is on maternity leave. Be sure to have well-articulated, objective business reasons to substantiate the abolition of the role and to ensure the decision-maker did not at any time consider the fact that the employee was currently on maternity leave when deciding to abolish that particular role.
In addition, the Fair Work Act places additional obligations upon employers with respect to employees on maternity leave who may be the subject of restructuring. Even if an employee is not covered by an award or enterprise agreement, s83 of the Act obliges an employer to consult with employees on maternity leave if they make a decision that will have a signifi cant effect on the status, pay or location of the pre-parental leave position. The employer needs to provide all relevant information on the change and provide an opportunity for discussion.
Importantly, the big risk here is adverse action and discrimination claims. Human resources professionals need to interrogate the decision-maker as to the exact reasons for making a decision which has a detrimental effect on the employee on maternity leave. Look at whether other people were affected by the decision who were not on maternity leave and whether any consideration at all of the employee’s right to take leave and potentially a decision to return to work on a part-time basis formed any part of the decisionmaking process. Where decision-making processes are sound and do not include these matters they should be fully supported by documentary evidence.
.JPG)
Alice DeBoos
Partner
K&L GATES
- Can we make a position redundant if it is filled by a person on maternity leave?
It should be straightforward but it often is not. Redundancy is where a role is no longer required to be performed by anyone. What often happens when a person takes maternity leave is that the tasks that person performs are split up amongst others for the period and occasionally businesses then decide that the role is no longer required.
Provided that the assessment of the role for redundancy remains an objective exercise, it is not unlawful to proceed with a redundancy of a role where the current incumbent is on maternity leave. Be sure to have well-articulated, objective business reasons to substantiate the abolition of the role and to ensure the decision-maker did not at any time consider the fact that the employee was currently on maternity leave when deciding to abolish that particular role.
- What steps are employers required to take when restructures occur and people on maternity leave are affected?
- The role must no longer be required to be performed by anyone.
- If the employee is covered by an enterprise agreement or award, those consultation obligations must be complied with.
- Any reasonable redeployment opportunities must be explored.
In addition, the Fair Work Act places additional obligations upon employers with respect to employees on maternity leave who may be the subject of restructuring. Even if an employee is not covered by an award or enterprise agreement, s83 of the Act obliges an employer to consult with employees on maternity leave if they make a decision that will have a signifi cant effect on the status, pay or location of the pre-parental leave position. The employer needs to provide all relevant information on the change and provide an opportunity for discussion.
Importantly, the big risk here is adverse action and discrimination claims. Human resources professionals need to interrogate the decision-maker as to the exact reasons for making a decision which has a detrimental effect on the employee on maternity leave. Look at whether other people were affected by the decision who were not on maternity leave and whether any consideration at all of the employee’s right to take leave and potentially a decision to return to work on a part-time basis formed any part of the decisionmaking process. Where decision-making processes are sound and do not include these matters they should be fully supported by documentary evidence.
Alice DeBoosPartner
K&L GATES