Life and Death in the Warehouse offers valuable lesson in how not to treat a pregnant employee
Woman sitting on a sofa and using a laptop.
The recent BBC Three drama, Life and Death in the Warehouse, shone a spotlight on the mistreatment of pregnant women at work.
Although it’s a docudrama, the show was based on real-life stories from real warehouse workers.
The risks associated with some roles – particularly warehouse and similar environments – are considerable, and if left unaddressed, can seriously compromise the health of an expectant mother and unborn child.
Viewers saw these risks realised, with devastating and heart-breaking consequences.
Research by the Equality and Human Rights Commission found that approximately 21,000 mothers a year leave their jobs due to pregnancy and maternity-related health risks not being tackled in their workplace – a huge number of people directly affected by the issues depicted in this programme.
It’s clear that employers must do more to fulfil their duty of care to their employees and keep pregnant staff free from harm and injury in the workplace.
Gavin Scarr Hall, Director of Health & Safety at Peninsula, says: “When an employer is notified that a member of staff is pregnant, they must assess the risks to that employee and their unborn baby under the Management of Health and Safety at Work Regulations 1999.
“Where risk exists – including heavy lifting, standing for long periods without adequate breaks, long working hours, and working with hazardous chemicals – then they should take reasonable steps to remove the risks.
“Alys, one of the main characters in Life and Death in the Warehouse, was exposed to a number of risks as a warehouse picker. When she raised concerns she was ignored and held to the same standards as every other worker – a perfect example of how not to treat a pregnant employee.
“Physical strain, often caused by manual handling or long periods of standing or sitting, can cause foetal lesions or disrupt placental attachment, which could lead to a baby being born with serious health conditions.
“Similarly, research has linked heavy lifting and long work hours to premature or stillbirth. Other external factors including shock, noise or low frequency vibration also increase the risk of miscarriage.
“The lack of support for Alys on her employer’s part is shocking given the grave nature of the risks she endured daily in her role.
“To fulfil their duty of care, and avoid costly claims, her employer should have offered Alys different work, for example, changing her hours or providing longer or more frequent breaks.
“Were it not possible to remove these risks, then she should have been suspended, with full pay.
“Signing an employee off as sick to avoid addressing safety risks is not an acceptable control measure. It can prompt civil claims from employees seeking to continue working through their pregnancy.
“Many laws exist to protect a pregnant worker’s health and safety, and discrimination on the grounds of pregnancy is illegal under the Equality Act 2010.
“As well as making reasonable adjustments for pregnant employees, employers also need to provide adequate welfare facilities – including a private, sanitary area in which to express milk – as stipulated in the Workplace (Health, Safety and Welfare) Regulations 1992. Both new and expectant mothers also require direct, easy access to toilet facilities and sufficient breaks where needed.
“The stark reality is that in the UK, around 440,000 women a year continue working whilst they are expecting, with two-thirds of that number returning to work soon after the birth, and nearly half of these women experience disadvantage in their workplace because of their status as a new or expectant mother.
“It’s clear that there is still significant work to be done in this area, as shows in Life and Death in the Warehouse. Employers must work harder to provide a supportive work environment, free of discrimination, until the number of disadvantaged employees hits zero.”
