COVID-19 and pregnancy
The PSA CPSU NSW has had a significant number of enquiries from members regarding the pandemic and pregnancy.
The PSA is advising members of medical resources to help keep members informed and safe, in consultation with their treating medical advisors.
Safety and pregnancy
The Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG) has issued a revised message for pregnant people and their families during COVID-19.
This message describes anyone who is pregnant as “vulnerable” due to the changes in their body that occur during pregnancy. RANZCOG refers to reduced lung capacity and immunity changes as part of pregnancy as well as other changes, and the need to regularly monitor in consultation with your doctor.
NSW Health has a YouTube channel with videos regarding its advice on pregnancy and COVID-19.
There are a number of conditions that can occur during pregnancy which may put you more at risk at work during the COVID-19 pandemic. You should see your doctor for specific medical advice regarding your ability to work safely in your job and any adjustments.
What industrial protections are available for pregnant members?
There are provisions for special leave for members suffering from COVID-19 infections or caring for someone in their family with a COVID-19 infection.
Through negotiating your industrial instruments, the PSA/CPSU-NSW has ensured all employment instruments (awards and enterprise agreements) provide for access to safe working environments for pregnant workers. These precautions are enshrined into your employment arrangements such as those endorsed by SafeWork, to ensure your ability to access safe work through adjustments whilst pregnant and enable rapid dispute resolution to gain these adjustments.
These provisions are included (for example) in the Crown Employee (Public Sector Conditions of Employment) Award through provisions such as the following:
75.15 An employee who is sick during her pregnancy may take available paid sick leave or accrued recreation or extended leave or sick leave without pay. An employee may apply for accrued recreation leave, extended leave or leave without pay before taking maternity leave. Any leave taken before maternity leave, ceases at the end of the working day immediately preceding the day she starts her nominated period of maternity leave or on the working day immediately preceding the date of birth of the child, whichever is
75.18 If, for any reason, a pregnant employee is having difficulty in performing her normal duties or there is a risk to her health or to that of her unborn child the Department Head, should, in consultation with the employee, take all reasonable measures to arrange for safer alternative duties. This may include, but is not limited to greater flexibility in when and where duties are carried out, a temporary change in duties, retraining, multi-skilling, teleworking and role redesign.
75.19 If such adjustments cannot reasonably be made, the Department Head must grant the employee maternity leave, or any available sick leave, for as long as it is necessary to avoid exposure to that risk as certified by a medical practitioner, or until the child is born whichever is the earlier.
How has workplace safety manifested across the sector during COVID?
Every pregnancy and every job is slightly different. Some employers have supported employees during COVID-19 working from home, or in the back office, whilst some have enabled workers being taken out of environments where they have higher physical demands, or restricting visits to outside clients.
We would advise members to consult with their medical advisors and their manager and contact the PSA to discuss any roadblocks you experience in gaining the adjustments you need.
NSW Health has advice and assistance through its Get Healthy during Pregnancy Program which includes a personal coaching service to assist HERE.