Telling your employer you’re pregnant: what the law protects (and what it doesn’t spell out)

You’ve got a positive test in your hand, and there it is: that small voice asking, “When do I tell work?” It’s not always an easy decision. You might worry about being sidelined, overlooked for promotion or treated differently. Many people put off the conversation for as long as they can. The good news is that UK employment law gives pregnant employees and those on maternity leave specific protections. You don’t have to announce your pregnancy straight away, but once you do, your rights—and your employer’s duties—begin to apply.

Young pregnant Asian woman working from home, sitting in an ergonomic chair by a window

To start with, there’s no legal requirement to tell your employer you’re pregnant at interview, when you accept a job or at any point during your contract. Whether you’re on a permanent contract, a fixed-term contract or work through an agency, you can choose the moment that feels right for you. That said, there are deadlines for maternity leave and pay, so check your contract or staff handbook when you’re ready.

Young pregnant South American woman resting at home on a sofa, warm light

No obligation to tell — but rights that start when you do

This is the paradox. You can keep the news to yourself for as long as you like. But until you tell your employer, they don’t have to make pregnancy-related adjustments or apply the specific protections that come with maternity rights. To ask them to meet their obligations, you’ll need to tell them.

In practice, there are two main steps. First, give written notice of your pregnancy and the date you want your maternity leave to start. This is usually by email or letter. You must do this by the 15th week before your expected week of childbirth (EWC), unless that isn’t possible for a good reason. You’ll also need to provide a MATB1 maternity certificate from your midwife or GP—usually available after 20 weeks—to claim Statutory Maternity Pay. Your employer should confirm your leave dates in writing. You don’t have to give a detailed explanation at that point.

Practical protections during pregnancy

Once you’ve told your employer, a real safety net applies. Some of it comes from health and safety law; some from employment rights and discrimination law.

Young pregnant woman of North African origin sitting at her desk, a sealed envelope in front of her

First, and this matters: once your employer knows you’re pregnant, they must carry out a risk assessment of your role. If there are risks to you or your baby, they must remove them, adjust your working conditions or hours, offer suitable alternative work, or—if no suitable alternative is available—suspend you on full pay. You should not lose pay because of pregnancy-related health and safety measures.

You’re also protected from discrimination under the Equality Act 2010. That means your employer must not treat you less favourably because you’re pregnant or on maternity leave. If you’re dismissed for a reason connected to pregnancy or maternity, it’s automatically unfair, regardless of how long you’ve worked there. You also have the right to reasonable paid time off during working hours for antenatal appointments, including travel time. You don’t have to go into unnecessary detail about those appointments.

Maternity leave: how long, and how it works

Now for maternity leave. Statutory Maternity Leave is 52 weeks in total: 26 weeks of ordinary maternity leave and 26 weeks of additional maternity leave. You don’t have to take all of it. You can choose when your leave starts, but it cannot begin before the 11th week before your EWC. If your baby arrives early, your leave starts the day after the birth. You must take at least two weeks off immediately after giving birth—four weeks if you work in a factory.

During maternity leave, your employment contract continues. Your holiday entitlement and continuous service build up as usual, and you should return to your job after ordinary maternity leave. If you take additional maternity leave, you’re entitled to return to the same job, or a suitable alternative if it’s not reasonably practicable for your employer to give you your old job back. Your pension and other contractual benefits may continue, depending on your employer’s policy and whether you’re receiving maternity pay, so it’s worth checking.

Breathing space for what comes next

Yes, the law protects you, but it doesn’t replace an honest conversation. Many decisions still sit with your employer, your contract, your staff handbook or a collective agreement, and not every situation fits neatly into a rule.

:::encadre{tone="vigilance"} If you’re unsure about your rights, free and confidential advice is available from ACAS and Citizens Advice. The Equality Advisory and Support Service can help if you think you’ve been discriminated against. If you’re a union member, your union representative can also support you. Keep a record of dates, conversations and any written messages. :::

Budget

Standing up for your rights as a pregnant employee shouldn’t cost you anything in itself. Telling your employer, asking for a risk assessment or requesting adjustments should not come with a fee. If a dispute arises, ACAS early conciliation is free, and employment tribunal fees can change—check the current rules on GOV.UK. If you want legal advice, a first consultation with an employment solicitor might cost around £100 to £250 plus VAT, and more if the case continues. Some home insurance policies, bank accounts or union memberships include legal expenses cover, so check before you book an appointment.

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