TIME is running out to have a say on possible changes to pregnancy and maternity rules.

The Department for Trade and Industry is running a consultation on the subject, and has outlined several areas that need input.

They include extending the statutory period of maternity pay from 26 weeks to 39 and then 52 weeks, extending the notice period mothers give when returning to work, and allowing a mother to transfer part of her leave allowance to the father.

Meanwhile, the Equal Opportunities Commission has called for the Government to tighten up the law.

It wants the Government to provide a written statement of maternity law to every pregnant woman, with a tear-off slip to pass on to her employer.

And it has also called for employers to be given the right to request a "return to work" date much earlier during maternity leave than at present.

The EOC claims that about 30,000 working women are sacked, made redundant or leave their jobs due to pregnancy discrimination.

BLB Solicitors, which has a branch in Commercial Road, Swindon, says it is a timely reminder to review pregnancy procedures.

Employment law specialist Claire Bennett believes many south west businesses are unaware of the rights or entitlements of pregnant employees and so could be opening themselves up to discrimination claims.

They need to be up to speed with legislation included in the Sex Discrimination Act 1975, the Employment Rights Act 1996 and the Management of Health and Safety at Work Regulations 1999.

A pregnant employee should not be treated any differently to other employees.

Ms Bennett said: "If you do change the remit of the job or the woman's career prospects, she may have a claim for sex discrimination.

"Therefore you should ensure that the woman receives any pay rises or bonuses that other staff receive, and that managers don't make any discriminatory assumptions regarding the pregnancy.

"For example, while some women may want to take a career break, for others this may not be desirable or even an option."

And apart from covering your back legally, it is also a morally right and common-sense attitude.

Ms Bennett said: "Employers who undervalue pregnant employees are doing themselves an injustice women make up just under half of the UK workforce so it would be unwise for employers not to address this issue.

"And by creating a workplace that encourages women to return to work after childbirth, businesses can save substantially on training and recruitment costs."

To find our more about the DTI consultation visit www.dit.gov.uk

To find out more about the EOC look at www.eoc.org.uk/cseng/news/02_feb_pregnancy.asp