JUGGLING nappies and negotiations has long proved a challenge for working parents — here are your rights from pregnancy to parenthood

Pregnancy. You can lose your job when you are pregnant — but not because of it. A contract of employment stands throughout maternity leave, although either side can end it according to the notice period specified. You can keep the company car but not take paid holiday, although this can be taken before and after maternity leave.

Maternity care. All women are entitled to take time off for maternity care paid at the full rate of pay. Employers may ask to see any relevant evidence, including the certificate issued by the doctor or midwife to say that you are pregnant.

Maternity leave. All mothers-to-be are entitled to 26 weeks’ maternity leave. If you have been with a company for at least 26 weeks by the 14th week of pregnancy, you qualify for another 26 weeks.

Fathers, or those responsible for a child, can take one or two weeks’ paternity leave in a single block after working for a company for six months. It can be taken up to 56 days after the birth; pay is at the same rate as maternity leave.

Flexibility. There is no automatic right to return part-time. You can, however, make a request to work flexibly under flexible working regulations and employers will need a good business reason for a refusal.

Parental leave, taking time off work, unpaid, to spend time with children, is also a working parent’s right. If you have been continually employed for a year or more and your child is under five years old, or you have adopted a child under 18, you are entitled to 13 weeks continuous leave for each child, or 18 weeks if the child has a disability living allowance.

Emergencies. All employees have the right to take time off for emergencies involving a child, spouse or dependent in the same house. There is no legal obligation for employers to pay for such leave.

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