I’d be keen to hear what your views and practices are in this area.

We have an employee who argues that her pregnancy related sickness absences should be paid, even though her entitlement to company sick pay is exhausted.

I understand the sex discrimination arguement i.e. that it is only as a woman that she is suffering these pregancy related absences and therefore losing out financially. However what would / do you do about such absences? Pay beyond her company sick pay entitlement or not?

I hope to hear from you.

Thank you.

Sarah Jennings

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