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2022-12-31-accounts

ANNUAL REPORT Year ending 31 December 2022

Registered charity number: 1188643

CONTENTS

SECTION TWO - HIGHLIGHTS KEY ACHIEVEMENTS OF 2022

SECTION THREE - ADVICE SERVICES

SECTION FOUR - CAMPAIGNS RESEARCH AND SURVEY FINDINGS CAMPAIGN UPDATES

SECTION FIVE - EVENTS & PROTESTS MARCH OF THE MUMMIES RESET FESTIVAL

SECTION SIX - WORK WITH EMPLOYERS AN OVERVIEW

SECTION SEVEN - LOOKING FORWARD STRATEGIC OBJECTIVES FOR 2023

SECTION EIGHT - FINANCES A FINANCIAL REVIEW OF 2022

SECTION ONE - ABOUT

Charity Overview

Registered Charity Name:

The Motherhood Plan

Other Known Names:

Pregnant Then Screwed

Charity Number:

1188643

Principal Office Address:

8 St. Aelreds Mews York North Yorkshire YO31 0RW

Trustees:

Molly Rowan – Deputy Chair Thomas Higham Beth Hazon Kizzy Gardiner Akeela Ahmed (appointed in August 2022) Nichola Garde (resigned April 2022) Shazia Mustafa (resigned June 2022) Lauren Currie OBE (resigned December 2022)

About PTS:

The Motherhood Plan, known as Pregnant Then Screwed (PTS), is a charity (CIO) founded and managed by women with lived experience of pregnancy and maternity discrimination. We run free specialist educational programmes and support services for women from the point that discrimination occurs, right the way through to a successful outcome. We campaign for changes to legislation and to workplaces that would end the motherhood penalty. We are an agile, grassroots organisation that reaches women across the UK.

The Problem:

54,000 women a year lose their job simply for getting pregnant. That’s a woman every 10 minutes in the UK. One in nine pregnant women lose their job, for getting pregnant. In addition, 390,000 working mums experience negative and potentially discriminatory treatment at work each year - that is 77% of working mothers (EHRC). These numbers almost doubled in a decade (from 2006 - 2016). Far from improving, the situation for working mums is rapidly deteriorating.

Child poverty is rising, in part due to the significant barriers mothers encounter when trying to have children and earn a living. Children are not poor by themselves, they are poor because their mothers are poor. There is little point in Ministers stating that the only way out of poverty is work when many mothers cannot afford to work and experience discrimination at every turn. Pregnant Then Screwed exists to remove these barriers whilst supporting mothers who experience discrimination and disadvantage.

Pregnant women and new mums have limited access to justice, demonstrated by the fact that fewer than 1% of those who experience discrimination raise a tribunal claim. Discrimination has a negative impact on a woman’s confidence, mental health and earning potential and it is a direct contributor to the gender pay gap. In addition to pregnancy and maternity discrimination, women encounter a multitude of barriers when trying to have children and a career including being reliant on one of the world’s most expensive, dysfunctional childcare systems, a lack of access to good quality flexible working, and a parental leave system that entrenches gender inequality from the outset. We know that by the time a woman’s first child is 12 years old, her hourly pay rate is 33% less than a mans.

Service User quote -

I was overlooked for a promotion whilst on maternity leave despite being more experienced and better qualified than those who were promoted. When I gave my employer the chance to rectify overlooking me, rather than course correct, they told me that I'd receive the promotion if and when I return from maternity leave, effectively holding me at ransom. The PTS helpline reassured me that my suspicions of discrimination were founded, and the legal counsel gave me a clear course of direction for what to do next. As the trust was broken, I left my employer, received a sizeable settlement agreement and have changed their working practices as a result. Thrilled with the outcome, thanks to PTS.

Our Vision:

A society where care is valued and in which pregnant women and mothers in all their diversity are enabled to fulfil their potential; creating a stronger, happier, better future for us all.

Our Mission:

We are the voice of working mothers in the UK. We have a strong and deep connection with our beneficiaries. We provide world-class advice and support to mothers to help them improve their confidence and wellbeing, to give them the tools they need to challenge discrimination in the workplace, and to support them to find work that works for them. We advocate for change and raise awareness of the specific challenges faced by working mothers. We challenge deeply entrenched stereotypes about the role of mothers in society. We work with employers, politicians, women and men to make change happen. We publish compelling research to educate, inform and lead the debate.

Our Principles:

We want radical change:

Constantly striving for an overhaul of the way we live and work - we don’t believe small tweaks work. We will work with politicians, employers, collaborators and the public to achieve this.

We translate complexity and make it simple:

Ensuring our beneficiaries understand complex legal language, policy, data, research and legislation that could impact them both positively and negatively

We believe in the power of hunches and will actively look for data to understand those hunches:

Leaving ourselves room to be reactive to issues, opportunities and campaigns as they arise. We will then gather data to better understand whether that hunch is correct.

Create and nurture a deep and strong connection with our beneficiaries/community:

Not only providing our beneficiaries but ensuring we include them in every element of our work. Ensuring PTS feels like a friend and confidant, and makes our beneficiaries feel as though they are part of the team. We talk to our beneficiaries as we would talk to a friend.

To be the voice of working mothers we need to listen, always:

Being willing to adapt and iterate based on feedback from our beneficiaries. We always listen no matter how uncomfortable it may be. We don’t think we always know best!

We are not afraid to be provocative:

Not being afraid to show our anger. We believe anger is a mechanism for change. We will, on occasion, campaign on and talk about the issues that others are too nervous to discuss.

Our Core Activities:

- Service user quote

My employer told me 6 months post maternity leave, and after having flexible working of 4 days a week approved, to ‘work 5 days a week or resign’. Completely shocked and feeling anxious and worried about choosing between my job and my family life, Pregnant then Screwed offered me practical advice and guidance. As well as being suitably outraged on my behalf! I’m so grateful this service exists, it made me realise how easy it is to discriminate against new mothers in the workplace.

Our Trustees:

The Trustees who have served the charity during the year are as follows:

A message from our Founder and CEO, Joeli Brearley and Chair, Lauren Currie OBE

2022 has brought with it highs and lows for the women we work with. As we slowly emerged from the desperation of the Covid pandemic, due to the miracle that is the vaccine, life started to feel like it was getting back to ‘normal.’ This meant that parents were no longer trying to juggle homeschooling with paid work (a challenge that fell disproportionately on the shoulders of women), but on the flip side it also meant that we saw a deterioration in the number of flexible working requests being accepted, and many employees were told to get back to the office with immediate effect. Of course, This created new challenges for mothers who now needed wrap-around care, or other forms of childcare, to facilitate their new, longer, working hours. Due to long waiting lists for these provisions, many mothers were forced to quit their job should their employer refuse to be flexible.

We saw a further uptick in calls to our advice line as employees wrestled with their legal rights when wanting to work remotely, or when making other types of flexible working requests that were refused. We worked hard to keep up with the demand, recruiting and training 160 volunteers to ensure no caller would wait longer than 48-hours before they received support. Then came a whole new challenge with the cost of living crisis. Calls to our advice line became far more frantic as mothers, particularly single mothers, struggled to survive on measly statutory maternity pay, many were forgoing heating and food to pay their childcare bill. The number of pregnant women and new mothers being made redundant started to rise significantly with a 68% increase in calls about this issue in the last 3 months of the year and a 27% increase in calls overall. Our advice services became a lifeline for women who needed to hear a sympathetic voice from someone who understood the pressures they were experiencing. This resulted in longer calls and a new stream of training for our volunteers to identify risks of suicide amongst our community, but also to identify vicarious trauma so that they could protect their own mental health. We put in place measures to try and protect the core team from mental health issues, signing up to ‘Spill’ so the team could have regular appointments with a therapist. As the year drew to a close we made a commitment to update our operating system for our advice services to ensure we could handle more calls, and do video calls to increase the feeling of connection. We recruited a benefits advisor to help mothers understand what financial support they are entitled to and we started working on an email advice service for those unable to call for whatever reason. We know these changes will make a huge difference to the women in our community in 2023 and beyond.

The cost of living crisis brought new pressures for early years providers as delivery costs increased and educators left in droves due to poor wages and working conditions. This resulted in providers closing with little notice. Some parents were arriving at their nursery to drop the children off only to find a note on the door to say that they had closed with immediate effect. Again, this meant mothers were forced to make flexible working requests, or to quit their job, and it triggered a renewed interest in the childcare sector and how underfunding from the Government is failing providers, staff and working parents.

As the UK made its way through three Prime Ministers in one year, the political landscape felt shaken, and we were forced to adapt our campaigning work to fit with the differing views of each leader and corresponding Minister. Childcare remained a hot potato as one of Liz Truss’s top priorities, however the proposed solutions would likely create more harm than good. Relaxing ratios, her flagship policy, posed serious risks to the quality of provision provided and would put further pressure on an already stretched workforce. We worked with organisations across the sector (including the Early Years Alliance, Coram, Save the Children and the National Day Nurseries Association) to campaign against this change. The research showed that parents weren’t keen on fewer adults looking after more children, childcare professionals expressed their concern about an increasing workload, and providers made it clear that this was unlikely to reduce costs for parents. We collected data to support our case and encouraged parents to fill in the Government inquiry into this proposal. The DfE received over 13,000 responses to the inquiry - a record for the department. Working with Zoe and Lewis Steeper we supported their campaign to prevent the relaxing of ratios becoming a reality. Zoe and Lewis’s son, Oliver, had tragically died in a nursery setting and they firmly believe that amending ratios would make nurseries more dangerous for children. With our support, the petition received over 100k signatures which triggered a Westminster Hall debate on the issue, attended by 22 MPs; all of whom expressed their concern with this planned change.

As the year drew to a close we worked with Stella Creasy MP to ensure childcare is recognised as infrastructure within the: Levelling Up and Regeneration Bill. Following our campaign, more than 9,000 people wrote to their MP to ask that they support this amendment to the bill. During the debate, which was held in the commons on 12th December 2022, Ministers initially refused to recognise childcare as infrastructure, but by the end of the debate, Ministers had backed down. Should the amendment make it through the next stages, it will mean that major housebuilders will be obliged to pay towards childcare facilities for new developments. It will also mean that councils can use levelling up funds to subsidise childcare. This was a huge win that has tangible benefits. What feels somewhat less tangible, but is nonetheless hugely important, is that childcare will soon be officially recognised by the Government as economic infrastructure.

We were very frustrated to see the Employment Bill shelved during the Queen’s speech. The Employment Bill had promised a number of legislative changes that would benefit our community and remove barriers to work for women. However, working with other organisations, we carved up the vital elements of the Employment Bill and persuaded MPs leading on Private Members Bills to take them forward. Dan Jarvis MP led on the Redundancy Protections Bill, we worked closely with his team to ensure the bill passed and to provide evidence of the need for change. The bill has now passed its third reading and has Ministerial support and so it is expected that by the end of 2023 pregnant women and mothers returning from work will have enhanced protection from redundancy. We worked with Yasmin Qureshi MP on the flexible working bill which also has ministerial support and we expect will become law in 2023. The bill changes the legal right to request flexible working to a day 1 right, plus other changes detailed here. We continue to lobby ministers to ensure the Day 1 right to request is from job offer, rather than from the first day of employment, as we believe this would have a positive impact on both employers and employees. We worked with Stuart McDonald MP to support the neonatal leave and care bill which also has ministerial support. This provides 12 extra weeks of leave and pay to parents when their child is born prematurely or sick. We expect these bills will come into force in 2023.

There was some further uplifting news. Donna Pattison, a woman we supported with legal advice and tribunal mentorship, to take her employer, Morrisons, to tribunal won her legal case. Donna had asked to reduce her working hours but her workload remained the same. Despite repeatedly requesting that her workload decrease inline with her new working schedule, her employers ignored her and Donna’s mental health deteriorated. Her insurance company informed her that her legal claim would fail and ultimately refused to support her. With our support, Donna took Morrisons to the Tribunal and won her claim. The coverage of this legal case spread far and wide including: Steph’s Packed Lunch, Radio 4, Radio 2, The Guardian, the Sun, The Times, The Independent and she was even asked to give a TEDx talk on her experience. We supported Donna to ensure she felt ready to speak to the media and managed her press requests so she didn’t get overwhelmed. As a result of the coverage, inquiries flooded into our tribunal mentor programme as more women gained the courage to take legal action against their employer following an experience of discrimination. We were so proud to support Donna with both her legal case and the PR surrounding it and we know that the legacy of this case will live on in the minds of new mothers experiencing discrimination at work. It is also a real testament to our wonderful mentors, legal team and volunteers.

Working with the mental health charity, MIND, we launched our new mental health service for women who experience discrimination. The mental health impact of discrimination cannot be underestimated and we believe it is imperative that women are supported, not just with their legal claim, but to rebuild their life after they experience this trauma. We look forward to seeing the results of this new service in 2023.

But admittedly, what we are most proud of in 2022 is ‘March of the Mummies’, our national protest to demand Government reform on childcare, flexible working and parental leave. 15,000 parents took to the streets and marched across 11 cities to demand change with 67% of attendees saying they had never attended a protest before and didn’t see themselves as the protesting type. Press and media coverage of the protest totalled over 900 items including: Channel 4 News, BBC News, ITV News, Radio 4 and all the main newspapers. The march was on the front page of the Observer and the Sunday Times, it was raised in the UK Parliament 5 times and the Scottish Parliament raised a motion, supported by 25 MEPs, to congratulate us for our campaigning work. This protest was a huge undertaking and took a herculean effort from the whole team and we are so grateful to every person who volunteered, who spoke, who attended, and who worked their absolute socks off to make this event a success. There were, of course, a few hiccups along the way when the Metropolitan Police refused to support road closures in London, but with the backing of Liberty Human Rights, this decision was overturned. We are also really proud of the 4 mothers from marginalised communities who put themselves forward to speak about their lived experience at this protest. They had never spoken in public before but their anger at the system propelled them forward. We paid for specialised support to help them craft and deliver their speeches and we can’t wait to see what these women do next.

In 2022 we made significant progress towards our strategic objectives, and we are so proud to see that we are now reaching more women, and more women from marginalised communities, as well as seeing the seeds of change at a political level. Our wonderful core team is now 6 members of staff (5 FTE), and our volunteer team continues to grow and flourish. We would not be where we are today without them, both past and present. Thank you to everyone who donates their precious time and skills to make the UK a better place for mothers and their families.

Our methodology for ending the motherhood penalty has started to bear real fruit - we believe that the only solution to this societal issue is to tackle both the symptoms and the root causes which trigger inequality. But it is important to state that at the heart of PTS, of who we are, and how we will create change, is community. Our community is strong and bold. Their trust in us is unparalleled, and we will continue to nurture this trust whilst ensuring we represent them and their needs effectively and energetically. We are the voice of working mothers in the UK. We do not speak for our community, but with them. And we are all stronger for it.

And finally, we had a makeover! The PTS website felt like it was falling over under the pressure of so much information, and with tens of thousands of people using the site every week we wanted to ensure the information was clear and accessible. We worked with the brilliant team at Maya to design and deliver a brand new website and logo which will last us for the long term and we love it!

SECTION TWO - HIGHLIGHTS OF 2022

Core Activities:

We trained 160 volunteers on everything from: Diversity and inclusion, identifying vicarious trauma, imposter syndrome, women’s safety in public places and online, identifying signs of domestic abuse and distress, specific elements of employment law, and we ran a mock tribunal

Campaigns:

Press and social media:

Surveys, Research and Calls To Action:

Engagement with employers:

We delivered 13 talks to 3,530 employers

SECTION THREE - OUR ADVICE SERVICES

An Overview of Our Advice Services:

In 2022 we saw a 17% increase in use of our advice services (advice line, legal line and mentor programme). Throughout the year we made a range of adaptations to our services to accommodate this increased demand.

The Year In Data:

----- Start of picture text -----
2022 2021
Advice line 4462 3452
Legal line 511 803
Mentor Programme 55 51
Total 5,028 4,306
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Volunteers and Training:

Our advice services are delivered by our amazing team of volunteers. These are often women who have their own lived experience of pregnancy and maternity discrimination. To accommodate the increased demand of our advice services we increased the number of volunteers to over 160, and provided a range of training and support to ensure they were well equipped to support our community. Training included:

Anti-racism training with Liz Pemberton The Black Nursery Manager

Mentor Programme:

In 2021 we closed our mentor programme due to a backlog of tribunal cases created by the Covid-19 pandemic. In early 2022 we redesigned our mentor programme. We introduced a number of different volunteering roles to support the administration of the programme, and developed a new mentor training course so they had a more holistic understanding of the tribunal process. We re-launched the service in March 2022 and throughout the year we supported 55 women. With our support, women who experienced discrimination secured over £1.3m in settlements.

Mental Health Support:

Our community told us that their mental health had been seriously impacted by the effects of Covid-19. We received more calls about this to our employment helpline and our volunteers were aware that many of the women we were speaking to required additional mental health support. We developed a partnership with Mind to provide specific mental health support to women who had been pregnant or given birth during the pandemic and for those experiencing pregnancy and maternity discrimination in the workplace. This work started as a 6 month pilot project. In 2023 we will extend this support to those who experience discrimination in the workplace. We also held an online event for mothers struggling with mental health issues which was attended by 1,600 women.

Online Clinics:

In 2022 we supported 51,347 women by delivering a range of online clinics with our partner Working Families and other experts. These included legal rights at work, flexible working requests and other employment related issues as well as discussing the Covid-19 vaccine in pregnancy. These free online clinics are accessible to our community and available to view after the event.

SECTION FOUR - CAMPAIGNS

Research and Survey Findings:

In 2022 we conducted research and surveys with over 81,000 women and parents on the following subjects:

Notable statistics uncovered include:

Campaigns

Childcare

Ratios

International Women’s Day Upset

Childcare as infrastructure

Our letter to Prime Minister Liz Truss

Non Disclosure Agreements

We supported a group of women who had been forced to sign NDAs at Channel 4 News (managed by ITN). Partnering with Can’t Buy My Silence to launch a petition calling for the women to be freed from their NDAs.

Flexible Working

Neonatal Leave and Care

Redundancy Protections

Giving Birth Alone

This Mum Votes

Breastfeeding Voyeurism

Government Engagements

SECTION FIVE - EVENTS

March of the Mummies 2022:

We organised March of the Mummies, a national protest which took place in:

15,000 families attended the protest, with 67% stating that they had never been to a protest before and didn’t consider themselves to be the protesting type.

The protest received 900 items of media coverage, including front page of the Observer and the Sunday Times. It trended across social media, was on the front page of the BBC website and was mentioned in Parliament 5 times.

We would like to say a huge thank you to everyone who made the event possible

Abigail Rice Clive Lewis MP Jacqui Wilson Mhairi Threfall Tahmina Ali
Aisha Singleton Community ™ Ltd Jennifer Burke Davis Nicola Beech Tammy Palmer
Alex Burrow Events Denise Harkin Jeszemma Garratt Nura Abe Terri White
Alice Gavin Donna Patterson Jo Hodson Patricia Hamilton The Metropolitan Police
Amy Sermanni Dr Ernestine Gheyoh Ndzi Jo Lawrence Priya Chauhan Tracy Brabin
Angharad Edwards Dr Hannah Barham Brown Kate Lloyd Professor Jill Rubery Unite the Union
Anna Dmitrievna Elain Crory Kate Nicholl Ramatu Bako Vicki Broadbent
Barbara Guest Ella Marcham Kate Quilton Rebecca Pickles Virginia Mendez
Baroness Gohir Ella Mercer Katie Mulgrew Rebecca Wright Willow Bowen
Bernie Carranza Emma Morse Kelechi Okafor Rowan Whitehead Women’s Equality Party
Beth Hazon Emma Tolhurst Kirsty Hammond RTC Medical Solutions
Bethan Sayed Erin Parker Leonard Lauren Hansell Sara Bryson
Birmingham She Choir Evelyn James Laurie Goldie Sarah Evans
Bronagh Waugh Fiona Small Lindsey Anderson Sarah Pitman
Bryony Cairns Gemm Spratt-Soper Local Councils and Police Sarah Rees
Carole Johnson Gemma Hill Forces Shannon McClean
Catherine McKinnel Hari Ali Lucy Healy Sharon Amesu
Charlie Rosier Harriet Eisner Lyndzey Smissen Sharon Fairley
Charlotte Murphy Helen Bryce Lynne Franks Sophie Walker
Claire Fitzsimmons Helen Dallimore Mamas Got Moves Stacey Grant
Claire Hanna Helen Ince Mandu Reid Steve McCabe MP
Clare Baillie Holly Peacock Mel Wilson Susie Mead

RESET - The Festival of Motherhood and Mental Health

Our annual festival took place from 12th - 16th September 2022. The event was delivered

virtually and included a range of talks, workshops, and panel discussions focusing on motherhood and mental health.

The event was broken down into the following themes:

We had over 1,600 women attended the event they told us:

We worked with a range of sponsors to deliver this event and would like to thank: Cattanach - Headline sponsor

Mama Made Autotrader Koru Kids The Wallflower Academy

Attendee feedback:

Something like this has been hugely missing from the world of motherhood!

It was brilliant and super valuable - some of it was stuff I already knew but being validated and feeling seen is perfect.

I loved how accessible the content was, being able to dip in and out as well as have the sessions recorded to listen to at a later date. The content was well considered and there were so many sessions I want(ed) to listen to.

The sessions I attended were really insightful, well presented and I would encourage my friends and other fellow parents to join in future

A fantastic event with a fantastic cause! A space that provided the opportunity to learn and share our thoughts and feelings and it truly was inspirational.

SECTION SIX - WORK WITH EMPLOYERS

Pregnant Then Screwed offers a range of training and talks to employers to help them improve their workplace for parents.

In 2022 we provided training to:

We also delivered talks and presentations too:

Thank you to all of the employers who have engaged with our work throughout 2022 to better support parents in their workplace.

SECTION SEVEN - LOOKING FORWARD

Strategic priorities for 2023:

  1. Increase the diversity of women we support and of our volunteers, mentors and staff team.

  2. Raise public awareness & achieve tangible change within corporate, government and legal policy

  3. Increase the number of women using our support services and the

  4. financial/employment/mental health outcomes achieved.

  5. Increase the financial and operational sustainability of the organisation

Thank you to our Funders:

Without the support of our funders our work in 2022 would not have been possible. Particular thanks to:

SECTION EIGHT - GOVERNANCE AND FINANCE

Structure, Governance and Management

The Motherhood Plan is a Charitable Incorporated Organisation (CIO) governed by a memorandum and articles of association, which incorporated the organization in December 2016, when the charity operated as a Community Interest Company (CIC). The Motherhood Plan converted to a CIO on 19th March 2020 and a new memorandum of association was drafted and agreed by the board of trustees as a result.

Trustees are recruited following a skills audit of board members to ensure that the board has the right mix of skills and experience. Trustees are enrolled onto the board for an initial period of two years and can be voted back in for another period of three years. There is an induction process in place to support new Trustees. The Board meets quarterly. A scheme of delegation is in place and day-to-day responsibility for ensuring the charity delivers on its aims and objectives is delegated to the Chief Executive.

The Trustees are responsible for staff pay, benefits and terms and conditions. Remuneration is reviewed annually. Salaries reflect the roles and responsibilities of each postholder. Salaries are set at an appropriate level to retain excellent staff, while also making a comparison with rates of pay in the charity sector for similar roles and size of charity. In addition to pay we also provide annual leave and pension contributions above the legal minimum.

Major risks are reviewed quarterly by the full Board. The Board monitors impact, probability, mitigations taken and identifies any additional action required.

Staff

The Charity is managed on a day-to-day basis by our Chief Executive Officer, Joeli Brearley. Due to an increase of funding and demand on our services, the team has grown from four members of staff to six by December 2022

Head of Operations, Analiese Doctrove;

Support Services Administrator, Emily Broadbent;

Project and Outreach Coordinator, Osha Daley; Head of Campaigns and Communications, Lauren Fabianski Communications Assistant, Taryn Robinson.

All staff work part-time and flexibly apart from the CEO who is full-time.

Public Benefit Statement

The Trustees confirm they have complied with their duty in section 4 of the 2011 Charities Act to have due regard to the guidance on public benefit published by the Charity Commission in exercising their powers and duties.

Objects

The promotion of equality and diversity for the public benefit by:

Financial Report for 2022:

Reserves policy

The Trustees aim to maintain free reserves in unrestricted funds at a level that equates to approximately six months of unrestricted charitable expenditure. The Trustees consider that this level will provide sufficient funds to ensure the organisation can continue to operate whilst new sources of funding are realised. The Trustees consider that a level of six months is sufficient given that the team will be continuously working on sourcing new funding for the organisation.

The balance held as unrestricted funds as at 31 December 2022 was £124,935, all of which is regarded as free reserves, after allowing for funds tied up in tangible fixed assets and funds earmarked by the Trustees for future projects. Basic core costs for running the organisation are £24,259 per month. The current level of reserves is therefore reasonably sufficient.

The charity also holds £6,959 in restricted reserves

Trustee Responsibility statement

The Trustees (who are also directors of The Motherhood Plan CIO for the purposes of company law) are responsible for preparing the Trustees Annual Report and the financial statements in accordance with applicable law and regulations.

Company law requires the Trustees to prepare financial statements for each financial year. Under that law the Trustees have elected to prepare the financial statements in accordance with United Kingdom Generally Accepted Accounting Practice (United Kingdom Accounting Standards and applicable law). Under company law the Trustees must not approve the financial statements unless they are satisfied that they give a true and fair view of the state of affairs of the company and the income and expenditure of the company for that year.

In preparing these financial statements, the Trustees are required to:

The Trustees are responsible for keeping adequate accounting records that are sufficient to show and explain the company’s transactions are disclose with reasonable accuracy at any time the financial position of the company and enable them to ensure that the financial statements comply with the Companies Act 2006. They are also responsible for safeguarding the assets of the company and hence for taking reasonable steps for the prevention and detection of fraud and other irregularities.

Each of the persons who is a trustee at the date of approval of this report confirms that:

Signed on behalf of the Board of Trustees:

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Molly Rowan (Deputy Chair) Date: 21/08/2023

Independent examiners report

I report on the accounts of The Motherhood Plan Charitable Incorporated organisation for the year ended 31 December 2022, which are set out on pages 27-34

Respective responsibilities of trustees and examiner

The charity’s trustees are responsible for the preparation of the accounts. The charity’s trustees consider that an audit is not required this year under section 144(2) of the Charities Act 2011 (the 2011 Act) and that an independent examination is needed. It is my responsibility to:

Basis of independent examiners report

My examination was carried out in accordance with the General Directions given by the Charities Commission. An examination includes a review of the accounting records kept by the charity and a comparison of the accounts presented with those records. It also includes consideration of any unusual items of disclosures in the accounts and seeking explanations from you as trustees. Consequently, no opinion is given as to whether the accounts present a “true and fair view” and the report is limited to those matters set out in the statement below.

Independent examiners statement

In connection with my examination, no matter has come to my attention:

Have not been met, or

(2) To which, in my opinion, attention should be drawn in order to enable a proper understanding of the accounts to be reached.

Nicola Ainscough FCA BSc MANAGING DIRECTOR Equilibrium Accountants Ltd

48 Goodramgate, York, YO1 7LF

16 March 2023

STATEMENT OF FINANCIAL ACTIVITIES For the year ended 31 December 20 22

BALANCE SHEET For the year ended 31 December 2022

Trustee benefits: advances, credit and guarantees

During the year no benefits, in the form of advances, credit and guarantees, were conferred upon the trustees of the charity.

Guarantees and other financial commitments

During the year no guarantees or other financial commitments were made.

The financial statements have been prepared in accordance with the Charities Act 2011, with respect to accounting records and the preparation of accounts.

The financial statements on pages 27-34 were approved by the Board of Trustees and signed on its behalf by:

Molly Rowan (Deputy Chair) Date: 21/08/2023

NOTES TO THE ACCOUNTANTS For the year ended 31 December 20 22

1. ACCOUNTING POLICIES

a) Statutory Information

The Motherhood Plan is a charity, operating as a Charitable Incorporated Organisation, in the UK that is registered with the Charities Commission, registration number 1188643

b) Basis of preparation and assessment of going concern

The accounts have been prepared under the historical cost convention and on the receipts and payments basis.

The financial statements are prepared in sterling, which is the functional currency of the charity. The principal accounting policies, which have been applied consistently in the year, are set out below.

c) Compliance with accounting standards

The financial statements have been prepared in accordance with the Charities Act 2011, the Accounting and Reporting by Charities for Small Entities: Statement of Recommended Practice applicable in the UK and Republic of Ireland (FRS 102) (effective January 2015) – (Charities ‘SORP’ FRS 102)): the provision of FRS 102 Section 1A – Small Entities and other applicable accounting standards in the United Kingdom

d) Funds Structure

Earmarked funds, as shown in the notes to the accounts, represent funds set aside by the Trustees for use on specific projects.

Amounts shown as Restricted Funds, on the Statement of Financial Activities and the Balance Sheet, present funds donated for specific projects in accordance with the Charities Act definition.

e) Income recognition

Income is recognised in respect of non-government, non-exchange transactions, donations and funds received for goods and services supplied during the financial period on a receipt basis. Grants which are restrictive in nature or are allocated by the Board for specific purposes are recognised using the accrual model.

f) Trustee’s remuneration and expenses

During the year the trustees did not receive any remuneration or reimbursement of out-of-pocket expenses, as none were incurred.

g) Refunds of tax from gift aid donations

Refunds of taxation received as a result of claims made relating to donations given under Gift Aid are treated as Unrestricted Income.

No income was manually gift aided during the year, all gift aid received was paid via fundraising platforms used in 2022. (JustGiving, BigGive, Crowdfunder, Chuffed)

2. DONATIONS AND LEGACIES

3. CHARITABLE ACTIVITIES

4. RAISING FUNDS

5. EXPENDITURE OF CHARITABLE ACTIVITIES

6. OTHER

7. DEBTORS

8. CREDITORS: AMOUNTS FALLING DUE WITHIN ONE YEAR

a. DEFERRED INCOME

9. FUNDS

10. RESTRICTED FUND RECONCILIATION

11. EMPLOYEES

The average number of employees during the year, calculated on the base of full-time equivalents was 6 (2021:6)