Employers should not reduce an employee's terms and conditions or deny other benefits on the basis of pregnancy or potential pregnancy. Where necessary, employers should make all reasonable adjustments to the workplace to accommodate the normal effects of pregnancy. Employers need to discuss the issues with the pregnant employee to find solutions. It is not discriminatory to accommodate an employee who is pregnant. When an employee has had her position adjusted in some way because of her pregnancy, her benefits should remain the same, although her salary may alter if her hours decrease.
Simple measures can prevent discrimination.
In some cases an assessment of exposure to hazardous materials will be required and managed in a non-discriminatory way. Leave Minimum maternity leave provisions are set in industrial relations laws, awards and agreements. Employee entitlements and notice requirements should be checked as they differ from workplace to workplace. Some casuals qualify for unpaid maternity leave. Pregnant employees who do not qualify for maternity leave are still protected by the federal Sex Discrimination Act.