(17) In order to take the specificities of self-employed activities into account, female self-employed workers and assisting spouses should be able to choose, as far as possible, between a financial allowance and a temporary replacement during maternity leave.

(15) In order to take the specificities of self-employed activities into account, female self-employed workers and assisting spouses should be able to choose, as far as possible, between a financial allowance and a temporary replacement during maternity leave.

(15) In order to take the specificities of self-employed activities into account, female self-employed workers, assisting spouses and life partners should be able to choose, as far as possible, between a financial allowance and a temporary replacement during maternity leave.

3. An electronic and printable form shall be drawn up by the Commission in accordance with the procedure referred to in Article 13(2) , to be used when a driver has been on sick leave or on annual leave, or when the driver has driven another vehicle exempted from the scope of Regulation (EEC) No 3820/85, during the period mentioned in the first indent of the first subparagraph of Article 15(7) of Regulation (EEC) No 3821/85.

3. If a driver has been on sick leave or on annual leave during the period mentioned in the first indent of the first subparagraph of Article 15(7) of Regulation (EEC) No 3821/85, he shall produce a form, duly attested by his employer, if asked to do so by an authorised inspecting officer.

The social value of the Directive Whilst it is true that this Directive is an inadequate response to the proposals of the Commission and the requests of the European Parliament, particularly with regard to night work and the level of maternity benefits, the Commission nevertheless considers that the adoption of this text will improve the situation of women workers in certain Member States: - prohibition of dismissal irrespective of the length of time in the job and regardless of the size of the company represents a notable improvement for women in Member States where such restrictions still exist (in particular the United Kingdom), - inclusion of ante-natal medical examinations in working time is a welcome step forward (e.g. in Greece, Irel ...[+++]and, Belgium and France; in the latter case, the four compulsory examinations either had to be taken during personal leave or entailed a loss of pay), - the provisions relating to assessment of risks, particularly the fact that mental fatigue is now included as a potential risk, will clearly help to improve the level of protection of the workers concerned throughout the Community, - maintenance of employment rights during maternity leave is undoubtedly a step forward in the United Kingdom, where the employment contract is suspended during such leave (e.g. in terms of seniority, annual leave and pension rights), - the reduction to one year of the qualifying period for maternity benefits is particularly advantageous to women workers in the UK, where it was necessary to have worked for the same employer for two years (or five years in the case of part-time work) to qualify for maternity benefits at the higher rate (i.e. 90% for six weeks and a weekly flat-rate allowance for the subsequent period).