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The number of NHS trusts who claim that they are following the child protection guidelines has declined. According to the Care Quality Commission (CQC) there has been a 3.1% decline in reporting compliance, but the vast majority of those were meeting these and many other standards. The Care Quality Commission (CQC) found a 3.1% decline in those reporting compliance, but the vast majority were meeting these and many other standards. Half of all trusts report that they are meeting all measures concerning issues ranging from hygiene to patient confidentiality. In the period 2005-2006 only 1 in 3 trusts were meeting the the measures.
The child protection guidance includes making sure staff are trained in recognising children who may be at risk, those who fail to meet these standards could lose their licence.
Those who defend the NHS argue that “The NHS has delivered steady improvements in compliance and that should be commended. But it remains concerning that all trusts aren’t meeting core standards on safety and quality, five years after they were introduced. They also argue that anyone reading all of the report cannot fail to come to the conclusion that there is a great deal that is improving in the NHS. However there is still considerable room for improvement and the service recognises that.”
There has been a greater focus in recent years on the areas of child protection and employment checks. Statistics show that standards in these areas are not improving but it should be emphasised that in these cases trusts are both being expected to deliver more and are asking more of themselves.
As most parents know juggling your professional and personal life isn’t easy but here are a few things that may life a little easier.
All working parents have the right to work flexible hours in order to ensure that their children are properly looked after. Many working parents in the United Kingdom have to work long hours and indeed in some instances two jobs to be able to provide a stable financial back drop against which to bring up their children. So with this in mind the government have introduced legislation that enables both parents to work a set number of hours (agreeable with their employer) in a slightly less formal structure. This could allow a parent to work part-time hours during the course of a week starting at 9am and finishing at 3pm; alternatively flexible working arrangements may allow for a parent to come into work later on a morning to allow transporting their children to school or a child minder.
Maternity Leave also known as Statutory Maternity Pay can be paid for up to thirty nine weeks after the birth of the baby. As a working parent a mother is entitled to maternity leave and statutory maternity pay if she has been in constant employment with the same company or organisation for twenty six weeks prior to the fifteenth week of her pregnancy.
In the last few years the legislation controlling the rights of fathers has changed to ensure that fathers can have paid leave to spend with their children after they are born. This is referred to as paternity leave and is paid at the same rates as maternity pay although only for one to two weeks. A father can spend one to two weeks at home with his newborn child if he is the child’s biological father or married to the child’s mother.
Although adoptive leave is right of any parent it is not always paid for and will only be paid for if there are already arrangements and agreements in place with your employer. As with maternity and paternity leave you must be employed by your current employer for twenty six weeks prior to becoming the child’s adoptive parent. An adoptive parent is entitled to up to thirty nine weeks leave which is paid at a flat rate known as Statutory Adoptive Pay. In order to qualify for adoptive leave you must notify your employer well in advance that you are being matched to a child for adoption. This allows them to make the necessary arrangements but also if their terms and conditions state you are entitled to Statutory Adoptive Pay.
In addition to these laws if you are entitled to Working Tax Credits you can claim up to 80% of the childcare costs providing that your childcare provider is registered (most nurseries, playgroups and after school clubs are registered) if you are unsure if your daycare provider is registered just ask them.
All of the aforementioned rights are afforded to working parents in the United Kingdom and if you are an expectant mother or proud father-to-be then you should investigate the terms and conditions of your employment and enquire as to whether or not these working rights are supported by your employer.
If however you are not sure then you should contact your local Citizen’s Advice Bureau who will be able to help you find out what you are entitled to and will also be able to help with understanding the terms and conditions of your contract of employment.
Your local office of Her Majesty’s Revenue and Customs (HMRC) will also be able to assist you with advice on benefits and additional monies for low income families.
The best advice I can give is to get your baby into a routine that fits around your other children to ensure that you are able to spend quality time with them, otherwise they may grow to resent the baby and this is where the problems start. Your children’s behaviour may become erratic temporarily following the birth of your baby, however this usually settles in time if you deal with it patiently and with understanding. In some cases reward chats may help. If you are at all concerned speak to your health visitor but keep reminding yourself that it is most likely a phase while your child adjusts to having to share your attention and just generally the idea of having a new sibling.
It is estimated that 1 in 5 women have to have their labour induced. There are a number of reasons why doctors may induce labour:
- If you have gone past your due date
- If there is something wrong with the foetus
- If there is something wrong with the mother
The most common method of induction is using Prostin an artificial version of the hormone prostaglandin which causes the cervix to ripen. If your doctor decides to use this method they will book you an appointment, when you arrive they will take a blood and a urine sample and perform a CTG which monitors the baby’s heart rate.
An internal examination is then performed to assess the condition of the cervix assuming the cervix is closed a pessary will be inserted, after which they will perform another CTG to ensure that the baby isn’t distressed by the pessary. Six hours later they will perform another internal examination and if the cervix is still closed the process is repeated, they will only give you 3 pessarys, if labour still isn’t occurring then a caesarean is performed.
However if the cervix is dilated they will attempt to break your waters by using a tool which looks a little bit like a knitting needle with a tiny hook on the end, or if after any of the doses labour seems to be progressing OK they may leave it and let nature take its course. If they have to break your waters for you they usually start you on a drip with an artificial form of oxytocin.
If you have your labour induced you can eat and drink as normal until you are in established labour and are still able to have all the methods of pain relief available to those who go into labour naturally.
It is worth pointing out that as with any medical procedure there risks, however these are rare.
- Increased risk of caesarean – this is either a result of the foetus becoming distressed or if labour isn’t progressing
- If you have to have your waters broken there is an increased risk of infection both to you and baby although this is rare
- The baby may react to the prostin again this is rare and staff are monitoring the baby regularly
Having had my labour induced due to a declining fluid index and my baby’s abdominal circumference wasn’t increasing, I can say that it can seem scary but the staff are very good and explain what is going on at every stage so you know what is happening and it is worth it if they can save your baby.