Tip 2: Understand your rights at work during pregnancy

Finding out you are pregnant can bring a lot of happiness as well as changes to everyday life. Work is often one of the first areas you start thinking about. You might be wondering when to tell your employer, whether you need to make changes to your working day or how you will manage appointments alongside your usual responsibilities.

For many people, work continues throughout much of pregnancy. You may carry on with your usual role for months, although your needs and circumstances can change as your pregnancy progresses. Understanding the support that may be available and knowing where to find reliable information can make conversations at work easier.

This guide provides general information about working during pregnancy, including workplace health and safety, antenatal appointments and some of the rights that may apply. Employment rights can depend on your employment status and individual circumstances. You need to check the guidance that applies to your individual situation.

When do you need to tell your employer?

You do not have to tell your employer the moment you find out you are pregnant. You may want to wait until you feel ready to share the news, particularly in the early weeks.

There are, however, practical reasons for telling your employer. Once they know you are pregnant, they can consider whether any changes are needed to support your health and safety at work. If you are an employee, you also need to have told your employer that you are pregnant before you use your specific legal right to paid time off for antenatal appointments.

If you are an employee entitled to statutory maternity leave, you normally need to tell your employer that you are pregnant by the 15th week before the week your baby is due. You will also need to tell them when you intend to start your maternity leave. If you could not meet the usual deadline, for example because you did not know you were pregnant, GOV.UK advises telling your employer as soon as reasonably possible.

You can tell your employer in writing, such as by email or letter. Keeping a written record can also make it easier to refer back to what has been discussed about your pregnancy and any arrangements that have been agreed. Acas provides guidance about telling an employer that you are pregnant.

What happens after you tell your employer?

Once your employer knows that you are pregnant, they should consider the health and safety risk associated with your work and whether any changes are needed.

The assessment should look at your particular role and working environment rather than simply replying on a general workplace checklist. For many people, the assessment may confirm that their existing working arrangements are suitable. Where a risk is identified, your employer should consider ways to remove or reduce it and review the assessment if your circumstances change.

Your employer may ask about relevant health concerns or medical advice that you choose to share. You do not need to assume that every pregnancy requires workplace adjustments, and the appropriate arrangements will depend on your role and individual circumstances.

What does a pregnancy risk assessment look at?

The assessment should consider the type of work you do and any circumstances that could affect your health or safety during pregnancy. Depending on your job, this might include heavy lifting or carrying, prolonged periods of sitting or standing, exposure to chemicals or other substances, working hours and other physical or workplace demands.

Work-related stress may also be relevant to the wider health and safety discussion.

The assessment should be specific to you and your work. . Your employer should discuss the work you do, any concerns you have and any relevant information you choose to share about your health. This helps ensure that any changes or support considered are appropriate to your individual circumstances.

What changes might be possible at work?

If your assessment identifies a risk, your employer should first consider whether it can be removed or adequately controlled.

Depending on your role, this could mean changing some duties, adjusting your working conditions or changing your hours. If a significant risk cannot be adequately controlled, there are further steps an employer may need to consider, including offering suitable alternative work where appropriate.

In some circumstances, if a significant risk can not be removed or adequately controlled and suitable alternative work can not be offered, an employee may need to be suspended from work on full pay. The exact position depends on the circumstances.

Not every pregnancy requires workplace adjustments. You might find that you can continue doing your job much as usual, while someone else may need changes because of the nature of their work or how their pregnancy is affecting them.

The important thing is that workplace arrangements should take account of your individual circumstances rather than assuming every pregnancy is the same.

Going to antenatal appointments while working

Antenatal appointments are another part of pregnancy that you may need to plan around your working day.

If you are an employee, you have a legal right to reasonable paid time off for antenatal care. This can include pregnancy checks and scans, as well as antenatal or parenting classes and other pregnancy related care recommended by an appropriate healthcare professional.

You should give your employer as much notice as possible when you have an appointment. The amount of time you can take is not set as a fixed number of hours in law. It should be a reasonable amount, including the time needed to travel to and from the appointment.

Your employer cannot unreasonably refuse reasonable time off for antenatal appointments or require you to make the time up later. If an appointment is likely to take you away from work for longer than expected, it can still be helpful to discuss the arrangements with your employer in advance.

There are also specific rules around evidence. Acas states that an employer can ask for an appointment card or other evidence, but only after your first appointment.

If you have not yet told your employer that you are pregnant, you cannot use the specific right to paid time off for antenatal appointments. You may still be able to arrange time away from work in another way, depending on your circumstances and your employer’s policies.

If you are an agency worker or have another employment status, different rules may apply.

What if pregnancy symptoms start affecting your working day?

Pregnancy does not look the same for everyone. You might feel well enough to work much as usual, while someone else may find that tiredness, nausea, back discomfort or other symptoms make parts of the working day more difficult.

If something is making your normal duties harder, it is worth raising it rather than simply struggling through. Your manager may be able to discuss practical changes, and your workplace risk assessment can be reviewed if your circumstances have changed.

For example, someone whose role involves being on their feet for long periods may need to discuss their working arrangements if standing becomes difficult. HSE guidance identifies prolonged sitting or standing and heavy lifting among the workplace risks that may need to be considered for pregnant workers.

Feeling uncomfortable does not automatically mean you need to stop working, but you do not have to simply put up with something that is making your working day difficult either.

If a pregnancy-related health problem is affecting your ability to work, speak with your midwife, GP or appropriate healthcare professional as well as discussing the practical side with your employer.

What happens if you need time off because of pregnancy?

Sometimes the pregnancy related symptoms or illness can make it difficult to work as usual, and you may need some time away from work.

Pregnancy-related sickness absence has specific protections. Acas advised that pregnancy related sickness should be recorded separately from other sickness absence and should not be counted towards absence review or trigger points.

If you are an employee and you are off work with a pregnancy-related illness during the four weeks before your week your baby is due, your maternity leave and Statutory Maternity Pay can start automatically in certain circumstances.

If you become unwell, follow your employer’s usual process for reporting sickness and speak to your midwife, GP or another appropriate healthcare professional if you need medical advice.

Your needs may change as your pregnancy progresses. If your usual duties are becoming difficult, it is worth discussing this with your employer so that your working arrangements can be reviewed where appropriate.

What if something isn’t working at work?

Most conversations about pregnancy and work are straightforward, but sometimes you may feel that something is not being handled properly.

If you are worried about an adjustment, a workplace risk or the way your pregnancy is being treated, start by talking to your manager or another appropriate person at work. Your workplace may also have a pregnancy or maternity policy explaining who to speak to and what support is available.

If you are a member of a trade union, you can speak to your representative for advice. Acas also provides guidance about pregnancy rights, discrimination and what to do if a problem cannot be resolved informally.

Pregnancy and maternity discrimination is against the law. The protection available depends on your employment status and circumstances, but the law provides protection against unfavourable treatment because of pregnancy, and additional protections relating to pregnancy-related illness, maternity leave, detriment , dismissal and redundancy.

If you are dealing with a specific workplace problem, check the current guidance from ACAS or GOV.UK or seek advice from an appropriately qualified employment adviser.

Thinking ahead to maternity leave

You do not need to have every detail of your maternity leave worked out as soon as you find out you are pregnant. As your pregnancy progresses, you will usually start thinking about when you would like your maternity leave to begin, how your leave fits around your expected due date and what arrangements need to be made with your employer.

Your employer may have a maternity policy explaining the arrangements and the steps you need to take. GOV.UK provides guidance on statutory maternity leave, maternity pay and Maternity Allowance, as eligibility can depend on your circumstances.

Starting the conversation early enough can give you time to understand your options and make plans without having to sort everything out at the last minute.

Making your working day a little easier

Sometimes small practical changes can make a working day feel much more manageable.

Think about what is making your working day harder rather than assuming you simply need to put up with it. Depending on your job and circumstances, you might find easier access to water, more opportunities to sit down, a different workstation setup or some flexibility around appointments helpful.

What is appropriate will depend on your job, your individual circumstances and any risks identified through your workplace assessment.

It can also help to keep your pregnancy appointments and any agreed workplace changes in one place, particularly as you may have several appointments as the months go on.

Most importantly, keep the conversation open. If something that worked well a few weeks ago no longer feels suitable, that is worth discussing. Your circumstances can change during pregnancy and workplace arrangements can be reviewed appropriately.

Your employment status matters

The rights described in this article mainly relate to employees. Agency workers, self-employed people and people with other employment statuses can have different rights and protections.

If you are unsure about your employment status or whether a particular right applies to you, check the latest guidance from GOV.UK or Acas before relying on a particular entitlement.

Where to find reliable advice

Employment rights can depend on your employment status and individual circumstances. For up-to-date information about pregnancy and work, GOV.UK and Acas provide detailed guidance.

If you have a specific problem at work, you may also wish to speak to your trade union or an appropriately qualified employment adviser.

Your maternity team can support you with pregnancy-related health concerns, but they may not be able to advise you on your individual employment-law position.

A final thought

Pregnancy does not necessarily mean putting your working life on hold. For many people, work continues alongside appointments, changing routines and the usual ups and downs of pregnancy.

Knowing when to tell your employer, understanding your workplace health and safety arrangements and being aware of your rights around antenatal care can make those early conversations easier. If something needs to change, raising it early gives you and your employer more opportunity to find a practical way forward.

Every pregnancy and every job is different. If you have been given individual medical advice or have concerns about your health at work, speak to your maternity team or another appropriate healthcare professional and discuss any necessary workplace changes with your employer. For questions about your employment rights, check current GOV.UK or Acas guidance or seek appropriate employment-law advice.

This article provides general information and is not intended to provide individual employment-law advice. Employment rights and entitlements can depend on your employment status and circumstances. This article is accurate at the time of publishing, 04 September 2026.