Returning to work after maternity leave is one of the most important touchpoints in the employee lifecycle. It affects retention, wellbeing and day to day performance, especially in frontline roles where the work is physical, time pressured or shift based.
In Ireland, employers also have clear health and safety responsibilities for pregnant, post natal and breastfeeding employees. A structured return to work plan reduces risk, supports the employee and helps managers make consistent decisions.
Key takeaways
- Irish health and safety regulations require employers to assess and manage risks for pregnant, post natal and breastfeeding employees, including taking protective measures where risks cannot be removed.
- Breastfeeding breaks under the Maternity Protection Acts are available for up to 104 weeks after birth following changes commenced in July 2023.
- A practical return to work checklist helps reduce injury risk, stress and absence, which supports both wellbeing and retention.
What Irish law and guidance require from employers
Risk assessment duty
The Safety, Health and Welfare at Work (General Application) Regulations include specific provisions on the protection of pregnant, post natal and breastfeeding employees, including requirements for risk assessment and protective measures.
104 weeks
Breastfeeding breaks can apply for up to 2 years (104 weeks) after the birth of a child, following commencement of changes in 2023.
Health and Safety Benefit
Where an employer cannot reasonably remove or control risks, health and safety leave may apply and Health and Safety Benefit can be available to eligible employees.
Common safety pinch points after maternity leave
Not every role presents the same risk, which is why individual assessment matters. The following areas often need attention, especially in client facing and frontline roles.
- Manual handling and physical demands, including lifting, pushing and prolonged standing.
- Shift work, night work and fatigue, particularly where commuting is long or sleep is disrupted.
- Exposure to chemicals, cleaning agents, fumes, noise or vibration depending on the workplace.
- Infection and hygiene risks in healthcare, childcare and public facing environments.
- Psychosocial risks such as workload spikes, unclear expectations, isolation and lack of flexibility.
- Workplace facilities such as access to private space for expressing milk, storage and breaks where relevant.
A manager checklist for a safer return to work
A return to work plan should be simple, respectful and well documented. It helps the employee feel supported and helps the employer demonstrate that risks were assessed and managed.
- Plan an early conversation before the return date to discuss duties, hours, any restrictions and what support is needed.
- Update the individual risk assessment and document any changes to tasks, controls or supervision.
- Review workstation and PPE fit, especially where uniforms or protective equipment are role critical.
- Provide a phased return where possible and agree clear boundaries on hours and workload.
- Refresh training and reintroduce any high risk tasks gradually with supervision.
- Check in regularly during the first weeks back and document follow up actions.
"A supportive return to work plan is a practical safety control and a powerful retention tool."
— Dr Paul Cummins, CEO, SeaChange Ltd
How this connects to insurance and business risk
People risk is business risk. If a return to work is unmanaged, the organisation can see higher absence, more incidents and retention problems. Those issues can also translate into employers liability claims and operational disruption.
A structured approach reduces the likelihood of incidents, supports good record keeping, and helps demonstrate that the employer took reasonable steps to protect the employee’s safety and wellbeing.
Want to see how we can help?
SeaChange can support employers with practical, compliant approaches to maternity leave returns that protect people and reduce risk.
Our teams can help you align HR processes, health and safety documentation and manager capability so that return to work plans are consistent and evidence based.
- Guidance on risk assessments for pregnant, post natal and breastfeeding employees
- Manager training and practical checklists for safer returns to work
- Support with wellbeing initiatives, policies and culture improvements
- Integrated advice linking people risk, health and safety and employers liability exposures
References
- S.I. No. 299 of 2007, Safety, Health and Welfare at Work (General Application) Regulations 2007 (Protection of Pregnant, Post Natal and Breastfeeding Employees)
- Citizens Information, Health and Safety Benefit
- Citizens Information, Breastfeeding and work breaks (summary of entitlement)
- Work Life Balance and Miscellaneous Provisions Act 2023 (commencement extended breastfeeding break entitlement)
