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Should you still pay Belinda a performance-related salary increase if she's taken maternity leave?

by , 03 November 2014
Let's say, your employee Belinda only worked for eight months in the last performance year because she was on four months' maternity leave.

During the eight months she worked, she consistently exceeded her performance targets.

She then asks for a pro-rata increase of 67% of the total increase because she didn't work for the whole year.

The big question is: Should you still pay Belinda a performance-related salary increase even though she took maternity leave?

Read on to find out the answer so you're not guilty of unfair discrimination.


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Yes, you must still pay Belinda a performance-related salary increase even though she took maternity leave

 
According to the Labour Law for Managers Loose Leaf Service, you can't unfairly discriminate against an employee on the basis of her pregnancy or a matter relating to her pregnancy, such as taking maternity leave.
 
If she meets performance standards for the time she works, you must give her the same increase as others who meet the standard.
If the only reason she didn't reach her target is because she was on maternity leave, give her a pro-rata increase. If you refuse to give her the increase, you'll be guilty of unfair discrimination.
 
That's a risk you can't afford to take.
 
Now that you know what the law says about maternity leave and salary increases, comply to avoid legal comebacks.
 
PS: For more information on salary increases, check out the Labour Law for Managers Loose Leaf Service. The Loose Leaf Service also gives you all the details you need for maximum protection in labour-related problems.
 
Alternatively, if you have questions about salary increases, direct them to our experts at the Labour & HR Club.


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