The Law Society of Northern Ireland’s Women’s Network has issued written guidance on pregnancy, maternity leave and returning to work for solicitors in Northern Ireland.

The blog post, the first in a series on workplace issues for women, sets out practical steps for law firms and employees.

It advises employers to maintain clear communication with pregnant staff, allow time off for antenatal appointments and consider temporary adjustments to duties where necessary.

Employees should check their staff handbook or office policies to determine maternity leave and pay entitlements. Firms are told to ensure these policies are clearly documented and accessible.

The guidance also encourages employers to review their paternity and shared parental leave arrangements, noting that support for expectant fathers is part of achieving equal responsibility.

During maternity leave, the blog recommends firms keep in touch through key announcements, social events and Keeping In Touch days, treating the period as a temporary break rather than a departure.

For the return to work, early conversations about flexible working patterns or a phased return are recommended. The guidance warns against assumptions that returning parents are less committed or capable.

Practical steps such as covering work during leave, thorough handovers and structured reintegration are highlighted as important.

Further resources are signposted on NI Direct and through the Labour Relations Agency.