Item 9 - Appendix 2
West Dunbartonshire Council · 1 February 2023
Back to Corporate Services Committee — 1 February 2023 and its agenda
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AssessmentNo 493 Owner jbarker Resource Transformation Service/Establishment People and Technology First Name Surname Job title Head Officer Julie Barker HR Adviser (include job titles/organisation) Members Ilene McCollum Margo Davenport (Please note: the word 'policy' is used as shorthand for stategy policy function or financial decision) Policy Title Pregnancy Loss Scheme The aim, objective,purpose and intended out come of policy To support employees who experience a pregnancy loss who experience pregnancy loss at any stage of pregnancy and to enable managers to best support their employees. For those employees who experience this loss before 24 weeks (when maternity pay commences) this scheme seeks to offer a period of paid leave to mitigate any potential detriment they may experience. Service/Partners/Stakeholders/service users involved in the development and/or implementation of policy. TU - Margo Davenport Does the proposals involve the procurement of any goods or services? Yes If yes please confirm that you have contacted our procurement services to discuss your requirements. No SCREENING You must indicate if there is any relevance to the four areas Duty to eliminate discrimination (E), advance equal opportunities (A) or foster good relations (F) Yes Relevance to Human Rights (HR) Yes Relevance to Health Impacts (H) Yes Relevance to Social Economic Impacts (SE) Yes Who will be affected by this policy? All employees who may experience pregnancy loss or be affected by pregnancy loss. Who will be/has been involved in the consultation process? Trade Union Convenors Please outline any particular need/barriers which equality groups may have in relation to this policy list evidence you are using to support this and whether there is any negative impact on particular groups. Needs Evidence Impact Age Applies to those of an age to bear children or are able to be involved in the creation of a pregnancy Positive if experience loss before 24 weeks of pregnancy Cross Cutting Full consideration given to Human Rights Act Positive if experience loss before 24 weeks of Appendix 2
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specifically article 8 of ECHR on Family life. pregnancy Disability n/a Positive if experience loss before 24 weeks of pregnancy Social & Economic Impact n/a other than reducing need to pay sick pay and maximisies an employees sick pay availability Positive if experience loss before 24 weeks of pregnancy Sex Employees who have been affected by pregnancy loss (including partners and those affected by loss through fertility treatment from the point of embryo transfer) will be eligible for paid leave if they are not able to access either Maternity or Parental Bereavement Leave. This includes whether it happens to you, your partner or the surrogate having your baby. There is no limit on the number of times you can take it if you are affected by more than one loss. All employees are treated fairly. Positive if experience loss before 24 weeks of pregnancy Gender Reassign n/a Positive if experience loss before 24 weeks of pregnancy Health Supports female health related to pregnancy and emotional wellbeing for all employees involved in experiencing a pregnancy loss. Positive if experience loss before 24 weeks of pregnancy Human Rights n/a Positive if experience loss before 24 weeks of
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pregnancy Marriage & Civil Partnership Pregnancy loss can impact employees in any type of relationship. Positive if experience loss before 24 weeks of pregnancy Pregnancy & Maternity Those that experience loss. Before 24 weeks this scheme offers paid leave as not entitled to maternity pay / leave legal requirement for maternity pay is pregancy or loss after 24 weeks. positive - reduces impact to those employees who experience loss before 24 weeks Race BME women are 40% more likely to experience pregnancy loss https://www.mirror .co.uk/news/politics /tories-blasted- black-women-40- 26175931 Positive if experience loss before 24 weeks of pregnancy Religion and Belief n/a Positive if experience loss before 24 weeks of pregnancy Sexual Orientation n/a Positive if experience loss before 24 weeks of pregnancy Actions Policy has a negative impact on an equality group,but is still to be implemented, please provide justification for this. Will the impact of the policy be monitored and reported on an ongoing bases? The impact will be monitored on a regular ongoing basis. Q7 What is you recommendation for this policy? Intoduce Please provide a meaningful summary of how you have reached the recommendation Positive support for all employees and enhances statutory benefit of paid leave for those who experience a loss before 24 weeks.