{"id":93954,"date":"2023-02-23T12:08:49","date_gmt":"2023-02-23T10:08:49","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=93954"},"modified":"2026-03-27T17:39:00","modified_gmt":"2026-03-27T15:39:00","slug":"pregnancy-rights-at-work","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/pregnancy-rights-at-work\/","title":{"rendered":"Pregnancy Rights at Work: The Ultimate Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">There are many rights designed to protect pregnant women and to promote a safe and supportive working environment. These include the <\/span><b>right to maternity leave, statutory maternity pay, protection against unfair treatment, reasonable adjustments in the workplace and the right to attend antenatal appointments. <\/b><span style=\"font-weight: 400;\">Knowing and exercising these rights is crucial to ensure you are treated fairly.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, we\u2019ll cover the current UK pregnancy rights in the workplace to inform and empower individuals who may be pregnant or planning to have a child.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#rights\"><span style=\"font-weight: 400;\">Pregnant Employee Rights<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#firing\"><span style=\"font-weight: 400;\">Can you Fire a Pregnant Woman in the UK?<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#pregnancyrights\"><span style=\"font-weight: 400;\">How to Exercise Pregnancy Rights at Work<\/span><\/a><\/li>\n<li aria-level=\"1\"><a href=\"#commonchallenges\">Common Challenges for Pregnant Workers<\/a><\/li>\n<li aria-level=\"1\"><a href=\"#FAQs\">FAQs<\/a><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/get-started\"><img decoding=\"async\" class=\"alignnone wp-image-149560 size-large\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1024x484.png\" alt=\"All in one HR software Factorial\" width=\"1024\" height=\"484\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1024x484.png 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-300x142.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-768x363.png 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1536x726.png 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general.png 1921w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<h2><b><a id=\"rights\"><\/a>Pregnant Employee Rights<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Overall, the UK has a comprehensive legal framework to protect pregnant women. Pregnant employee rights require companies to <\/span><b>make reasonable adjustments and provide paid maternity leave, <\/b><b><i>and<\/i><\/b><b> prevent them from firing pregnant workers<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In fact, a new bill proposed by Labour MP Dan Jarvis seeks to extend legal protections for pregnant employees, adding additional safeguards against discrimination and redundancy. This bill would extend your legal rights to<\/span><b> 18 months<\/b><span style=\"font-weight: 400;\"> after your child&#8217;s birth.\u00a0 Essentially, it would cover not only the period of maternity leave but also the initial period after returning to work, giving mothers greater job security.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here is a topline summary of pregnancy employment law in the UK.\u00a0<\/span><\/p>\n<h3><strong>Maternity leave and pay<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">You are entitled to take up to <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/maternity-leave-entitlement\/\"><span style=\"font-weight: 400;\">52 weeks of maternity leave<\/span><\/a><span style=\"font-weight: 400;\">. The first 26 weeks of leave are known as &#8220;Ordinary Maternity Leave,&#8221; and the remaining 26 weeks are &#8220;Additional Maternity Leave.&#8221; To qualify for maternity leave, you must give your company at least 15 weeks&#8217; notice before your due date.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During maternity leave, you are entitled to <\/span><a href=\"https:\/\/www.gov.uk\/employers-maternity-pay-leave#:~:text=Statutory%20Maternity%20Leave&amp;text=The%20first%2026%20weeks%20is,the%20baby%20is%20born%20early.\"><span style=\"font-weight: 400;\">Statutory Maternity Pay<\/span><\/a><span style=\"font-weight: 400;\"> (SMP) for up to 39 weeks. While on SMP, payment is as follows: <\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">For the first six weeks, employees receive 90% of the their average weekly earnings <\/span><\/li>\n<li>For the remaining 33 weeks, employees receive \u00a3184.03 or 90% of their average weekly earnings (whichever is lower)<\/li>\n<\/ul>\n<p>To calculate your employees SMP rate, use this <a href=\"https:\/\/www.gov.uk\/maternity-paternity-calculator\" target=\"_blank\" rel=\"noopener\">calculate<\/a> to financially plan ahead.<\/p>\n<h3><strong>Protection from discrimination<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">It&#8217;s unlawful for workplaces to discriminate against women on pregnancy, maternity, or childbirth grounds. This includes being dismissed, made redundant, denied promotion or training opportunities or subjected to any other form of unfavourable treatment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In these situations, companies must make reasonable adjustments to support pregnant women and those <\/span><span style=\"font-weight: 400;\">returning to work after having a child<\/span><span style=\"font-weight: 400;\">. Companies can do so by <\/span><b>adjusting workloads, providing flexible working arrangements and ensuring a safe and healthy working environment<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><strong>Health and safety regulations<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Companies must also comply with <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/health-and-safety-management\/\"><span style=\"font-weight: 400;\">health and safety<\/span><\/a><span style=\"font-weight: 400;\"> regulations to ensure the wellbeing of mother and baby. This includes carrying out a risk assessment to identify any hazards or risks that may be present in the workplace and taking steps to eliminate or reduce them. Risk assessments can be carried out by a competent person in the company or an external health and safety expert.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If removing or reducing risks is impossible, your company <\/span><b>must consider alternative work arrangements or suspend you on full pay<\/b><span style=\"font-weight: 400;\">. You also have the right to paid time off for antenatal appointments and classes, and employers must not unreasonably refuse these requests.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/tools\/health-safety-law-poster\"><img decoding=\"async\" class=\"aligncenter wp-image-93956\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/23114709\/ENG_Blog_banner_Bank-Holiday-Calendar-2026_11zon.jpg\" alt=\"health-and-safety-law-poster\" width=\"795\" height=\"272\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/23114709\/ENG_Blog_banner_Bank-Holiday-Calendar-2026_11zon.jpg 900w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/23114709\/ENG_Blog_banner_Bank-Holiday-Calendar-2026_11zon-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/23114709\/ENG_Blog_banner_Bank-Holiday-Calendar-2026_11zon-768x263.jpg 768w\" sizes=\"(max-width: 795px) 100vw, 795px\" \/><\/a><\/p>\n<h2><b><a id=\"firing\"><\/a>Can you Fire a Pregnant Woman in the UK?\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Yes. However, it is against the law to do so based on the pregnancy. Employers should tread carefully here. Pregnancy is one of the nine protected characteristics in the UK meaning the reason for dismissal must be completely unrelated. For example, if a pregnant employee breaches their employment contract, they can be fired regardless. <\/span><b>An employer just needs to have clear evidence of the issue behind the termination<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If an employee believes the decision was based on their pregnancy, they can take their employer to an employment tribunal. The case would fall under \u2018unfair dismissal\u2019.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The same can be said about dismissing a pregnant employee during probation. It is against the law to extend a probation period based on the pregnancy itself <\/span><i><span style=\"font-weight: 400;\">or <\/span><\/i><span style=\"font-weight: 400;\">due to issues relating to the pregnancy, such as time off for doctors appointments or sick leave. The reason for dismissal during probation or for extending probation must, again, be unrelated. An employer\u2019s right to do so should be outlined in the contract of employment for it to be lawful.\u00a0\u00a0<\/span><\/p>\n<h2><b><a id=\"pregnancyrights\"><\/a>How to Exercise Pregnancy Rights at Work<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Navigating pregnancy in the workplace can be overwhelming and stressful, but knowing and exercising your pregnancy working rights is crucial.\u00a0<\/span><\/p>\n<h3><strong>Know your legal rights<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">To exercise your <\/span><a href=\"https:\/\/www.gov.uk\/working-when-pregnant-your-rights\"><span style=\"font-weight: 400;\">pregnancy rights<\/span><\/a><span style=\"font-weight: 400;\"> in the workplace effectively, you must clearly understand your legal rights. These rights can vary depending on your employment status, industry and other factors, but there are some basic protections that all pregnant employees are entitled to. These are listed above.\u00a0<\/span><\/p>\n<h3><strong>Communicate honestly\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">One of the most important things you can do to exercise your pregnancy rights in the workplace is to communicate clearly and proactively. Whether pregnant or returning from maternity leave, <\/span><b>you must inform your employer of your plans and needs<\/b><span style=\"font-weight: 400;\">. Discuss your plans positively and constructively and listen actively to any feedback.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\"><strong>Seek support from your people team<\/strong>\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">If you are pregnant, seeking support from your People Team or equivalent is important. Your People Team can help you to understand your legal rights, communicate with your employer effectively and access any additional support or resources you may need.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Your People Team can also provide information about your employer&#8217;s policies and procedures and any additional benefits or accommodations available to you. By working closely with them, you can ensure that you can exercise your pregnancy rights in the workplace to the fullest extent possible.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\"><strong><a id=\"commonchallenges\"><\/a>Common Challenges for Pregnant Workers<\/strong>\u00a0\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Despite legal protections, pregnancy discrimination in the workplace remains a problem with 3 million women forced out of the labour force in 2020 due to childcare responsibilities.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Common forms of discrimination pregnant women might face are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Denial of job opportunities or promotions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unfair treatment, including harsher scrutiny or criticism.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Refusal to make reasonable accommodations, such as modifying work schedules or providing necessary equipment.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unlawful dismissal or redundancy due to pregnancy or <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/maternity-leave-entitlement\/\"><span style=\"font-weight: 400;\">maternity leave<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Harassment or bullying.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These experiences can significantly impact your mental and physical health, as well as job security and career prospects.<\/span><b> Addressing these legal and cultural issues is important to create a more supportive work environment<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/templates\/return-to-work-interview-template\"><img decoding=\"async\" class=\"alignnone wp-image-152693 size-large\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/25161435\/Return-to-work-template-1024x422.png\" alt=\"Conduct a return to work interview with employees after they've taken a extended leave\" width=\"1024\" height=\"422\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/25161435\/Return-to-work-template-1024x422.png 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/25161435\/Return-to-work-template-300x124.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/25161435\/Return-to-work-template-768x317.png 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/25161435\/Return-to-work-template.png 1212w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<h3><strong>Legal gaps\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">While existing laws in the UK offer some protection for pregnant employees, gaps still leave many vulnerable to discrimination. For example, the current protections against redundancy only extend throughout maternity leave, leaving many at risk of losing their jobs upon their return to work.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Luckily, the proposed Private Members&#8217; Bill addresses these gaps and supports greater legal protection. It\u2019s a step in the right direction for the rights of pregnant workers.<\/span><\/p>\n<h3><strong>Encouraging cultural change<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Addressing the legal and cultural obstacles to pregnancy rights in the workplace can create a more supportive and equitable environment for all team members. These cultural shifts could mean:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Promoting workplace policies that support work-life balance and flexible schedules.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Providing training for teams on how to create a more inclusive and supportive workplace.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encouraging open communication and dialogue between teams about pregnancy-related issues.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Celebrating and normalising pregnancy and parenthood in the workplace.<\/span><\/li>\n<\/ul>\n<h2><a id=\"FAQs\"><\/a>FAQs<\/h2>\n<h3>Can companies fire pregnant women?<\/h3>\n<p>It is illegal to dismiss a woman because she is pregnant or on maternity leave.\u00a0However, <strong data-start=\"687\" data-end=\"733\">a pregnant employee can still be dismissed<\/strong> for legitimate reasons unrelated to pregnancy (e.g., misconduct, redundancy, or poor performance), but the employer must <strong data-start=\"855\" data-end=\"864\">prove<\/strong> that the dismissal was fair and not connected to pregnancy.<\/p>\n<h3>Can a job deny you for being pregnant?<\/h3>\n<p>No, refusing to hire someone because they are pregnant is <strong data-start=\"1043\" data-end=\"1071\">pregnancy discrimination<\/strong>, which is unlawful under the <a href=\"https:\/\/www.gov.uk\/guidance\/equality-act-2010-guidance\" target=\"_blank\" rel=\"noopener\"><em data-start=\"1101\" data-end=\"1120\">Equality Act 2010<\/em>.<\/a> Additionally, employers <strong data-start=\"1139\" data-end=\"1169\">cannot ask about pregnancy<\/strong> during interviews or use it as a reason not to offer a job. If an employer does this, they could face a discrimination claim.<\/p>\n<h3>Can you dismiss a pregnant woman during probation period?<\/h3>\n<p>Employers can dismiss employee on probation for <strong>non pregnancy-related reasons<\/strong> such as poor performance. However, they must <strong>prove the reason is unrelated to pregnancy<\/strong> as dismissing a pregnant woman due to her pregnancy is considered unfair and discriminatory.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>There are many rights designed to protect pregnant women and to promote a safe and supportive working environment. These include the right to maternity leave, statutory maternity pay, protection against unfair treatment, reasonable adjustments in the workplace and the right to attend antenatal appointments. Knowing and exercising these rights is crucial to ensure you are<a href=\"https:\/\/factorialhr.co.uk\/blog\/pregnancy-rights-at-work\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":175,"featured_media":93963,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[337],"tags":[],"class_list":["post-93954","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent"],"acf":{"topics":"talent"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Pregnancy Rights at Work: The Ultimate Guide | Factorial<\/title>\n<meta name=\"description\" content=\"Learn about your pregnancy rights at work, from reasonable adjustments and health and safety regulations to maternity leave pay.\" \/>\n<meta name=\"robots\" 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