This is a general list of basic managing maternity stages that an employer in the UK may follow. However, please keep in mind that the exact process may vary depending on the company and industry.

1. Notification: The employee should notify their employer in writing at least 15 weeks before the expected week of childbirth. The notification should include the expected date of childbirth and the intended start date of the maternity leave.

2. Confirmation: The employer should confirm the start and end date of the maternity leave in writing within 28 days of receiving the notification.

3. Maternity leave: The employee is entitled to up to 52 weeks of maternity leave, consisting of 26 weeks of ordinary maternity leave (OML) and 26 weeks of additional maternity leave (AML).

4. Pay: During the first 6 weeks of maternity leave, the employee is entitled to 90% of their average weekly earnings. After that, they are entitled to either £151.97 per week or 90% of their average weekly earnings (whichever is lower) for the next 33 weeks. The remaining 13 weeks of AML are unpaid.

5. Returning to work: The employee has the right to return to the same job after their maternity leave, or a suitable alternative if the original job is not available. The employer should confirm the return date in writing at least 8 weeks before the end of the maternity leave.

6. Flexible working: The employee may request to work flexibly upon their return to work. The employer should consider the request and respond in writing within 3 months.

7. Antenatal appointments: The employee is entitled to take paid time off for antenatal appointments.

Please note that this is just a general list and may not cover all the requirements and details. Employers should follow the relevant legislation and seek legal advice if necessary.