Implementation, mechanisms and effects of maternity protection legislation: a realist narrative review of the literature

Probst, Isabelle; Zellweger, Alessia; Mercier, Maria-Pia Politis; Danuser, Brigitta; Krief, Peggy

doi:10.1007/s00420-018-1339-y

Cited by 20 publications

(30 citation statements)

References 52 publications

(106 reference statements)

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“…The latter practice weakens the law as an incentive for companies to develop internal preventive strategies. Similar findings were also highlighted by the authors in a recent international literature review, 19 inspired by Bronfenbrenner’s ecological model 20 and realist approaches, 21 which revealed the many levels of difficulty and complexity in introducing MPL: (1) the lack of knowledge about the legal provisions concerning occupational maternity protection, on the part of employees as well as employers, can have an impact on the implementation of appropriate measures; (2) at the organisational and social levels, the company’s status, the collaboration between the different stakeholders and the way in which the notion of risk is defined within a company also play a role; and (3) at the societal level, the implementation of MPL depends largely on political incentives, the standing which women have in their company and knowledge about professional risks.…”

Section: Introductionsupporting

confidence: 90%

Protection of pregnant women at work in Switzerland: practices, obstacles and resources. A mixed-methods study protocol

et al. 2018

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IntroductionLike most industrialised countries, Switzerland has introduced legislation to protect the health of pregnant workers and their unborn children from workplace exposure. This legislation provides for a risk assessment, adaptations to workplaces and, if the danger is not eliminated, preventive leave (prescribed by a gynaecologist). This study’s first objective is to analyse the degree to which companies, gynaecologists and midwives implement the law. Its second objective is to understand the obstacles and resources of this implementation, with a focus on how relevant stakeholders perceive protective measures and their involvement with them.Methods and analysisData will be collected using mixed methods: (1) online questionnaires for gynaecologists and midwives; telephone questionnaires with company human resources (HR) managers in the healthcare and food production sectors; (2a) case studies of 6–8 companies in each sector, including interviews with stakeholders such as women workers, HR managers and occupational health physicians; (2b) two focus groups, one involving occupational physicians and hygienists, one involving labour inspectors.Quantitative data will be analysed statistically using STATA software V.15. Qualitative data will be transcribed and thematically analysed using MaxQDA software.Ethics and disseminationThe Human Research Ethics Committee of the Canton Vaud (CER-VD) has certified that this research study protocol falls outside of the field of application of the Swiss Federal Act on Research Involving Humans.The publications and recommendations resulting from this study will form the starting point for future improvements to the protection of pregnant women at work and their unborn children.This study started in February 2017 and will continue until January 2020.

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Section: Introductionsupporting

confidence: 90%

Protection of pregnant women at work in Switzerland: practices, obstacles and resources. A mixed-methods study protocol

et al. 2018

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“…The model takes into consideration multiple dimensions that affect work performance: staff characteristics, symptoms, health and well-being, functions, work demands, and work environment [30]. This complexity is further described in relation to pregnancy in a narrative review [18] investigating implementation of the maternity protection legislation in industrialized countries and its expected and unexpected effects. The review stresses the importance of viewing maternity protections in a broader context, and its implementation to progress in the future [18].…”

Section: Discussionmentioning

confidence: 99%

“…Qualitative studies based on interviews with working pregnant women find that the pregnant women lack awareness and consideration of their pregnancy at work [16,17]. Managers were considered the most significant stressor at work, because of a negative attitude towards the occurrence of pregnancy [17,18]. There is a lack of studies identifying these issues from a managerial point of view.…”

Section: Introductionmentioning

confidence: 99%

Experiences managing pregnant hospital staff members using an active management policy—A qualitative study

et al. 2021

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Background and objective During pregnancy, absence from work increases significantly. Job adjustments have been shown to decrease absences; however, studies show only half of pregnant women who need job adjustments receive them. Little is known about the viewpoints of managers and possible challenges in the management of pregnant employees. The aim of this study was to investigate the experiences and considerations of managers in relation to managing pregnant hospital staff members and to describe the experiences of an active management policy for pregnant individuals. Methods A qualitative study based on five focus group interviews was conducted at five public hospitals in Zealand, Denmark with participation of 19 hospital managers, from 17 different wards, representing six different medical specialties. The interviews took place from February to May 2019. Thematic analysis was used to analyze the data. Results Four themes were identified: (1) The everyday management, (2) Managerial dilemmas, (3) Acknowledging the workplace culture, and (4) Dialogue as a means for the working relationship. The managers’ experiences revolved around investing a lot of effort into the working relationship with pregnant staff members by adjusting job tasks and work schedules while balancing work tasks between all staff members. The dialogue was considered central in order to identify the needs of the individual staff member. Conclusions Overall, management dialogue constituted a central tool in order to identify the needs of the individual staff member. A proactive and open approach increased the chances of a fruitful dialogue. The individual staff member, the influence of the workplace culture, and the everyday management of the workplace all shaped the experiences of the managers. The concept of an active management policy for pregnant individuals was perceived to entail useful elements, but also as replicating what managers already did.

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“…The purposes of this Ordinance are in conformity with International Labour Organization Recommendation 191 on maternity protection [22]and with the Council Directive 92/85/EEC of 19 October 1992 [23]. The literature review conducted by Probst, Zellweger [24]provides a comparison of features of maternity protection legislation in different countries. The OProMa stems from the Swiss Labor Law (LTr, section 35), which defines a general framework for the protection of the health of pregnant workers [20,25].…”

Section: The Swiss Legal Framework Concerning the Protection Of Pregnmentioning

confidence: 99%

“…Numerous studies have demonstrated shortcomings in the application of countries' MPL, in different contexts and at different levels [24]. Furthermore, in contexts where OBGYNs play a role in the application of MPL, it has been shown that they do not necessarily feel competent to judge working conditions and pregnant women's ability to work [31,32].…”

Section: Disparities Between Obgyns' Practices and Those Provided Formentioning

confidence: 99%

Implementation of maternity protection legislation: Gynecologists’ perceptions and practices in French-speaking Switzerland

Abderhalden-Zellweger¹,

Probst²,

Mercier³

et al. 2020

PLoS ONE

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Background In several countries, maternity protection legislations (MPL) confer an essential role to gynecologist-obstetricians (OBGYNs) for the protection of pregnant workers and their future children from occupational exposures. This study explores OBGYNs' practices and difficulties in implementing MPL in the French-speaking part of Switzerland. Methods An online survey was sent to 333 OBGYNs. Data analysis included: 1) descriptive and correlational statistics and 2) hierarchical cluster analysis to identify patterns of practices. Results OBGYNs evoked several problems in MPL implementation: absence of risk analysis in the companies, difficult collaboration with employers, lack of competencies in the field of occupational health. Preventive leave was underused, with sick leave being prescribed instead. Training had a positive effect on OBGYNs' knowledge and implementation of MPL. Hierarchical cluster analysis highlighted three main types of practices: 1) practice in line with legislation; 2) practice on a case-by-case basis; 3) limited practice. OBGYNs with good knowledge of MPL more consistently applied its provisions. Conclusion The implementation of MPL appears challenging for OBGYNs. Collaboration with occupational physicians and training might help OBGYNs to better take on their role in maternity protection. MPL in itself could be improved.

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Implementation, mechanisms and effects of maternity protection legislation: a realist narrative review of the literature

Cited by 20 publications

References 52 publications

Protection of pregnant women at work in Switzerland: practices, obstacles and resources. A mixed-methods study protocol

Protection of pregnant women at work in Switzerland: practices, obstacles and resources. A mixed-methods study protocol

Experiences managing pregnant hospital staff members using an active management policy—A qualitative study

Implementation of maternity protection legislation: Gynecologists’ perceptions and practices in French-speaking Switzerland

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