Table 4

Principal themes to be brought up with the different actors

HR managers, employers, heads of department
  • Number and categories of workers concerned by MPL in the past 5 years.

  • Types of risks or dangerous activities encountered by pregnant employees.

  • Information given to the employee. Measures put in place to encourage the employee to announce her pregnancy.

  • Risk analyses and measures put in place following an employee’s announcement of her pregnancy (workplace adaptations, changing job tasks).

  • Collaboration with other professionals.

  • Difficulties met and resources available.

  • Incorporation into company policies and links to health protection in general.

  • Propositions and perspectives.

Women workers who have been pregnant in the company in the last 5 years.
  • The woman’s experience with regard to her pregnancy in an occupational setting (start of pregnancy, announcement to superiors, etc).

  • Information received on MPL.

  • Perception of the risk linked to work or arduous tasks.

  • Adaptations put in place by the company and the perceived level of adequacy with the woman’s needs.

  • Difficulties encountered in the protection of maternity in relation to work organisation, working relationships, the job itself, etc.

  • Reduced working hours or exclusion from work.

  • Adaptations put in place by the woman.

  • Propositions and perspectives.

  • HR, human resources; MPL, maternity protection legislation.