The Prenatal Company offers a package of care to corporate clients which provides comprehensive antenatal care at work. This package is designed to offer a discreet, time efficient and work friendly service for women in your organisation.

This service is available to firms who have undertaken a contract for provision of services with The Prenatal Company.

• Legislation is evolving for both maternity and paternity.
• Return rates after maternity leave vary from a 71% return rate to a 98% return rate. These also range from 58% 92% remaining 1 year after returning.
• The Institute for Employment Studies (2006) found some evidence that women who have experienced pregnancy-related discrimination are less likely to go back to their old employer, with some women less likely to return to work at all.
• Women who are well looked after in their pregnancy and maternity leave are more likely to remain with their company often passing up opportunities in terms of higher pay and promotion at other firms as they are more loyal to their companies when they feel they have been well looked after.
• Increasing number of sole of major breadwinners in the family are women.
• No provision for new fathers despite the cultural shift of men on the agenda. Men will be entitled to take paternity leave from April 2011.

As Managers, Employers and Parents there are trends seen across industries in the work place in relation to maternity and paternity

Managers
• Often there is no training or support in the work place to reduce employee relations risk areas.
• Often the Issues and concerns regarding absence for maternity or paternity leave are centred around the perceived increased stress on team and continued expectations in business performance.

Mothers
• Expectant mothers often feel pregnancy announcements will affect their relationship with managers and the company.
• During their pregnancy and on return from maternity leave women feel under pressure to maintain presence and role whilst pregnant and re-establish themselves when they return.
• Establishing a work-life balance can be a struggle emotionally and practically.
• The possibility for promotion is perceived to be effected as an expectant mother or working mother.
• Careers are felt to be negatively impacted by motherhood.

Fathers
• There is an increasing cultural expectations to be much more involved in the pregnancy , birth and parenting process.
• There are significant legislation changes due in April 2011 to paternity leave.
• Currently there is little or no support available for expectant fathers or a link to information in the same way as women have.

How can The Prenatal Company support your business?

Expectant Mothers are offered antenatal appointments classes and midwife support onsite which:-
• Provides employees with a private maternity package easily accessible on-site.
• Full support for employees who are pregnant.
• Practical support and resources in the transition from pregnancy to parenthood.
• A point of contact for advice for employees, HR and managers.
• Delivery of care split into antenatal and post natal care.
• Encourages business planning for structured transition and manager dialogue.

Transition/keeping in touch days - Three structures KIT days
• Postnatal support offered via telephone after baby is born.
• Keeping in touch days providing Baby first aid and illness classes< Emergency care for children and Weaning classes.
• Employee feels connected and supported by the firm.
• Reconnects employees with manager and colleagues.
• Provides information on policy, benefits and peer support.
• Explores strategies for combining motherhood and working.
• Empowers women in their role as mothers and employees.
• Women with post natal depression can be identified and appropriated supported.
• Supports work life balance.

Expectant Fathers - Consultations, classes and midwfie support for fathers to be
• Post natal support is offered via telephone after the baby is born.
• One to one consultations explore fatherhood and support expectant fathers.
• Information is provided on policies and benefits.
• Accessible support and information is provided on how to look after themselves and their family .
• Employees are provided with a private maternity package easily accessible on-site.
• There is practical support and resources in the transition from partner pregnancy to parenthood.
• A point of contact is identified for advice for employees, HR and managers.
• Encourages business planning for structured transition and manager dialogue (Parental Leave April 2011).
• Connects employees with support and information on EAP, HR policies, benefits and Health provider.

What is the business case?

• Cost neutral and cost saving in time.
• Retention of talent, lower recruitment costs, decreased disruption for business and clients and employees feel valued.
• Attraction of talent with a competitive differentiation that attracts talent .through the private maternity/ paternity package.
• Improved employees relations increasing loyalty to company when employees feel supported and engaged.
• Gender diversity at senior levels significantly improved and retained.
• Employee wellbeing improved through better preparation and support in parenthood .
• Reduced absence and increased performance as employees are empowered to look after themselves and their children.
• Increased productivity – less time out, less stress.
• Reinforces company values supporting family life (linking in closely to the internal networks).

How would this impact your business and what would the measurable results be?

Reduced costs
• Improved maternity retention.
• Direct cost save on retention of staff.
• Indirect cost savings – recruiting, replacing, retraining.

Increased Efficiency
• One point of contact and coordination of services.
• Consistent messaging on benefit provision and policy.
• Reduced absence.
• More gender balanced companies achieve better financial results.

Improved engagement
• Increasing maternity and paternity return rates.
• Course participation.
• Positive evaluation of services provided.

Employee brand
• Best in sector by Guardian for working parents.
• Times Top 50 Employers of women.
• Coverage in national press and trade journals.
• Case study at National conferences.