Can you return to work part time after maternity leave?

Can you return to work part time after maternity leave?

Many new mothers would like to return to work on a part-time basis, and some good employers are happy to negotiate such new terms with their employees. There is no automatic right to reduce hours, or to work part-time or flexibly after having a baby.

How do I announce my return from maternity leave?

Dear Bob, I am getting excited about my return to the office. My maternity leave is winding down, and after speaking with Human Resources, [Month DD, YYYY] will be my first official day back in the office. Do you have time to meet for coffee the week before my return?

How do I write a return to work letter?

How to write a return to work letter

  1. Address the letter to the correct person.
  2. Thank them for authorizing your work leave.
  3. Attach the proper documentation.
  4. Mention how you plan to get reacclimated.
  5. Close the letter with gratitude.

What is a return to work form?

A return to work form is used to document information about employees coming from a prolonged period of absence (e.g. due to injury or sickness) and their ability to return to work and fulfill their job duties.

Can you go on the sick straight after maternity leave?

Your employer must not take any account of any pregnancy related sickness during your protected period or absence on maternity leave when deciding what action to take. However, your employer can take into account any illness outside the protected period even if it is pregnancy related illness.

Can you give notice while on maternity leave?

You should resign in the normal way, giving the notice period stated in your contract or agreed with your employer. If you resign during your maternity leave, you do not have to go into work during your notice period, you can remain on maternity leave.

What happens if an employee does not return from FMLA?

When an employee fails to return to work, any health and non-health benefit premiums that the FMLA permits an employer to recover are a debt owed by the non-returning employee to the employer. Alternatively, the employer may initiate legal action against the employee to recover such costs.