8 April 2008
Pregnant servicewomen and NZDF civilians will be consulted more, and have easier access to information relating to work and pregnancy following the introduction of the new Defence Force policy.
A handbook to help NZDF women manage their pregnancies has also been produced and will be available from every NZDF Medical Centre, Human Resources unit and Health and Safety Advisers (HSA) as well from the MedWeb on the defence intranet.
Assistant director of Medical Policy Captain Kevin Forward says the NZDF has had a very “risk averse” approach to managing pregnancy and pregnant women in the past.
The newly introduced policy (Stand Alone DFO 17/2007) developed jointly between the Directorate of Medical Policy and the Defence Equity Management Group, focuses on more consultation with pregnant personnel, and the introduction of evidence-based rationale regarding changing a pregnant employee’s workplace conditions.
“The new policy means that changes should be made in working conditions only if there is a health risk to the pregnant woman, or if the safety of the people working with or near her is compromised. These situations could include, but are not limited to, for example, if she couldn’t operate, for whatever reason, specific machinery, vehicles, or equipment.”
Captain Forward says there are legal barriers to putting workplace restrictions in place to protect the unborn baby. “Only the pregnant woman can insist on work place restrictions to protect fetal health. The NZDF can place restrictions on the employee to protect her health, but not that of her unborn baby. However, NZDF does have a responsibility to inform the pregnant woman of any risks to her baby’s health.” The new policy aims to provide evidence-based information on potential occupational health risks to pregnant personnel so they can make informed decisions about their health, and the health of their baby.”
Some areas of the policy are about protecting pregnant women’s rights to access courses and training. In the past some courses have required women to be Required Fitness Level qualified before being accepted on the course. In certain cases exemptions (from the RFL) are now available, for example if the course is classroom-based.
There is an increased emphasis on confidentiality; commanders and managers will not be told by a medical officer when an employee is pregnant. They will instead be told the employee has been medically down-graded. The responsibility of informing the commander or manager is that of the servicewoman/ employee.
“In the past some women have kept their pregnancy quiet until it was obvious because they didn’t want to be treated differently, or pulled out of their normal workplace, or because they just wanted to keep it private for a while. The nature of our operations means that in some situations we could be at risk if we didn’t know a woman was pregnant. Now, with the change in policy, we hope women will feel more comfortable disclosing their pregnancy.”
Operational missions are still largely off-limits to pregnant personnel, because of the reduced access to anti-natal care in what are often remote or hostile locations. If the woman were to have complications or miscarry, an evacuation could be difficult, and the operational effectiveness of the mission could be jeopardised.
Pregnant women may be able to be part of certain, shorter operations/ exercises, providing appropriate medical care is available.
Service personnel returning to work after maternity leave have 12 months from the delivery date, or three months after their return to service before they are required to pass an RFL.
If women wish to breastfeed for up to 18 months, they can apply through their unit medical officer for a further exemption from the RFL.
Captain Forward says the policy reflects finding the balance between the health and safety of pregnant personnel, and the operational interests of the NZDF.
The guidebook for pregnant servicewomen and civilian staff covers areas such as service and employment entitlements, exercise, and non-occupational and occupational health hazards and recommendations. It provides lists of physical, chemical and biological agents and their potential effects, and recommended restrictions.
For more information about the new policy visit the MedWeb on the NZDF Intranet. MedWeb can be found on the HQNZDF menu bar. Information on pregnancy can be found in the Health Promotion section of the Resources page:
Commanders’/ managers’ responsibilities to pregnant personnel:
- Talk to the woman and respond to the workplace needs of pregnant women during pregnancy and on return to work.
- Treat pregnant women similarly to other team members regarding career, training and promotion opportunities
- Provide pregnant women with the necessary support during pregnancy, for example, information and advice, sick leave, parental leave and alternative work if necessary. Single pregnant women may need additional support.
Servicewomen’s responsibilities:
- If pregnancy is suspected consult their Medical Officer
- Attend to required administrative matters associated with pregnancy
- Discuss with their supervisor or Medical Officer any changes required to meet service or operational duty
- Seek advice on appropriate exercise or fitness programme.
Civilian women’s responsibilities:
Civil Staff who work in hazardous work areas and suspect they are pregnant should:
- consult their Lead Medical Carer to confirm their pregnancy and are encouraged to disclose their pregnancy as soon as practicable;
- should discuss with the supervisor or line manager and HSA any changes that may be required to meet work requirements for the duration of the pregnancy and for a short time after the birth of their child.