A Guide to Managing Pregnant Employees in the UK

health and safety for pregnant employees

Managing pregnant employees requires sensitivity, understanding, and a thorough knowledge of legal obligations. This blog offers essential guidance for employers in the UK to support pregnant workers, ensuring a safe and inclusive workplace while complying with legal requirements.

inclusivity in the workplace with the right hr support | pregnant employees

Understanding Legal Rights and Obligations

Maternity Leave and Pay:

  • Statutory Maternity Leave: All pregnant employees are entitled to 52 weeks of leave, comprising 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave.
  • Statutory Maternity Pay (SMP): Eligible employees can receive SMP for up to 39 weeks, with the first six weeks paid at 90% of average weekly earnings and the remainder at a standard rate.
  • Maternity Allowance: For those not eligible for SMP, Maternity Allowance may be available for up to 39 weeks.

Health and Safety:

health and safety for pregnant employees
  • Employers must conduct risk assessments to identify and mitigate hazards that could affect pregnant employees or their babies. This includes physical, chemical, biological, ergonomic, and psychological risks.

Protection from Discrimination:

  • Under the Equality Act 2010, it’s unlawful to treat a woman unfavourably because of pregnancy or related illness. The Employment Rights Act ensures pregnant employees receive the same benefits, pay rises, and job security as others. The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 offers priority of suitable alternative roles for pregnancy and 18 months post-childbirth.

Workplace Adjustments and Support

looking after pregnant employees

Flexible Working Arrangements:

  • Employers should accommodate requests for reduced hours, part-time work, remote work, or modified duties where pregnancy-related.

Antenatal Care:

  • Employees are entitled to paid time off for medical appointments and recommended antenatal or parenting classes.

Communication and Confidentiality

Announcing the Pregnancy:

  • Encourage early notification to arrange necessary adjustments. Maintain confidentiality and handle communications with discretion.

Ongoing Communication:

  • Regular check-ins are vital to discuss well-being, workload, and any required adjustments.

Return to Work

Planning for Maternity Leave:

  • Ensure a smooth transition of duties and establish a communication plan for the duration of the leave.

Phased Return:

  • Consider flexible options for a gradual return to work, such as part-time hours or reduced duties.

Keeping in Touch Days (KIT):

  • These allow employees to work up to 10 days during maternity leave without losing SMP, ideal for training or meetings.

By understanding and respecting the legal framework and maintaining open communication, employers can provide vital support to pregnant employees.

For further assistance, contact us at info@saxonhrconsultancy.co.uk or call 01795 390010.

Resources:

The Equality Act

Employment Rights Act
Protection from Redundancy (Pregnancy and Family Leave) Act 2023