Under Health, Safety and Welfare act 2005 an employer should carry out separate risk assessments in relation to pregnant employees. If there are particular risks to an employee's pregnancy, either these should be removed or the employee moved away from them. If neither of these options is possible, the employee should be given health and safety leave from work, which may continue up to the beginning of maternity leave. If a doctor certifies that night work would be unsuitable for a pregnant employee, the employee must be given alternative work or health and safety leave.
Following an employee's return to work after maternity leave, if there is any risk to the employee because she has recently given birth or is breastfeeding, it should be removed. If this is not possible, the employee should be moved to alternative work. If it is not possible for the employee to be assigned alternative work, she should be given health and safety leave. If night work is certified by a doctor as being unsuitable after the birth, alternative work should be provided. If alternative work cannot be provided, the employee should be given health and safety leave.