RESEARCH has shown that more mothers than ever are returning to work after having a baby, as the qualifying period for paid maternity leave falls from two years to one. While this trend allows experienced staff to be retained, it also amplifies the problem of finding maternity cover. JUDY WARSCHAUER reports

NEW legislation under the Employment Relations Act has come into force which gives expectant mums up to 40 weeks paid maternity leave after one year's service, instead of two years'.

The leave can be taken up to 11 weeks before the birth and up to 29 weeks afterwards.

Gill Perkins, Thames Valley regional organiser of the Federation of Small Businesses, said: "There is already a skills shortage in the Thames Valley and to find skilled people who will cover for a short period of maternity leave and at short notice, is very difficult."

Mrs Perkins also pointed out that the Parental Leave Directive applies to both men and women. Under the directive, parents whose children were born after December 15 last year are allowed up to 13 weeks' unpaid leave in total until the child reaches five.

THIS month 29 women at business information company Dun & Bradstreet were either pregnant and still at work or on maternity leave - a total of 2.5 per cent of the total workforce.

But according to Amanda Cooke, senior human resources adviser at D&B, the company's maternity policy encourages women to return to the workplace after maternity leave.

"We try to accommodate the mother's wishes where we can if they want to work part-time so we don't lose the skills they have," said Amanda, who returned to the company following the birth of both her children and now works a four-day week.

"We give every case serious consideration and if we have to say 'no' it is based on a solid business decision."

Research carried out by recruitment agency Blue Arrow, which has a branch in High Wycombe, showed that two thirds of employed mothers who have babies now return to work following maternity leave.

Steve Ludlow, manager at the branch in High Wycombe High Street, said: "The growing tendency of mothers to return to their jobs has the advantage for employers of increasing the retention of experienced and trained staff."

Lloyds TSB also has a number of policies in place to help retain its skilled female staff, with extended maternity leave over and above the statutory period up to a maximum of 52 weeks.

While some of it will be unpaid, they will not lose their right to profit share payments.

"Staff have the right to return to the same job or a suitable similar job at the same level. We encourage retaining these people, especially if they have been with the bank for a long time," said Lloyds TSB spokesman Helen Thompson.

Martin Leaver, of the South Buckinghamshire National Health Trust, said the most nurses at Wycombe and Amersham hospitals are women and so maternity leave was a common practice.

"The trust does everything it can to encourage these nurses to return to their jobs," he said, adding that there are opportunities to work part-time.

"They have the skills and local knowledge. It takes time to train new people and it is more efficient to keep them on."

Mr Leaver said the trust provides child care facilities at both Wycombe and Amersham hospitals totalling 200 places.

ANGELA Gaster, motors advertising manager at the Bucks Free Press, returned to work in June following the birth of her son, Luca, last December (pictured).

While she was on maternity leave her job was covered internally.

Angela always knew she wanted to come back to work and did consider part-time employment.

But after discussions with the company and her husband Simon, she decided to return full-time.

"I had to go back to work to help with our financial commitments. My husband is on shift work so I couldn't have the alternative of an evening job."

Angela, 26, who lives in Downley, found that the decision to return to work was not a difficult one, but she vividly recalled her feelings on leaving Luca at nursery on his first day.

"The first day was horrid. Luca goes to nursery full-time and I just cried my eyes out," she said. "You know they will be really well cared for but handing him over was just awful.

"The first few weeks were also tough. I had to get into a new routine and be really organised."

Full-time nursery care costs Angela £606 a month but she has faith in the quality of care at the nursery. And she feels it offers Luca advantages in learning through activities and the chance to mix socially.

The time she spends with him now is very special to her.

"I am really supportive of working mothers," said Angela.

"At the end of the working day, the day is still not finished. I am so busy at home I do not have much time to do things like watching telly."

"But I wouldn't change it for the world," she added.

"I know when I drop him off in the morning he will be very well looked after and I can get on with my work without worrying."

AMANDA Cooke made a conscious decision to return to work after the birth of both her children.

The 35-year-old, who is a senior human resources adviser at business information company Dun & Bradstreet, in High Wycombe, does not regret her decision.

"It is a difficult balancing act," she said.

"The children are now the priority but I haven't had to completely give up a career that I have worked so hard for."

She added: "Before I had my first child, work was a huge part of my life."

She has two sons, Edward, born in February 1997, and Oliver, who was born in September 1998.

While on maternity leave with her first son, D&B brought in someone from outside to cover her job. The second time around the position was filled internally.

Amanda now works four days a week following full discussions within the department and the company before she went on maternity leave. She believes it is a good compromise.

"I feel everybody benefits," she said.

"They are at a nursery and are developing beautifully, mixing with other children and it is a special time with them when I am not at work."

But it is not a cheap option. Amanda pays out £800 a month in nursery fees, which she admits is a huge chunk to find every month.

She said: "A lot of people are in lower paid jobs and it is a very, very difficult decision to make, epsecially if it is not making any sense at all on paper."

She added: "There is no way I would do this without feeling it was right for the children as well.

"If I had any inkling it was not good for them I should have no hesitation in giving up work."