Creating a fairer Britain
Whether you're managing a pregnant employee or about to go on maternity leave yourself, how well do you know the ins and outs of what's about to happen?
Take our quick quiz and find outNo and not employing her because she's expecting could result in an employer having to pay her damages for pregnancy discrimination.
An employer must at the very least allow reasonable time off for up to two appointments, of up to six and a half hours each. The time off can be unpaid but you can choose to pay employees for this time too.
Yes, in effect nothing changes. Employees should be told about any promotion opportunities or other information relating to the employee's job that they would normally know about if they were working. If they aren't told or aren't promoted because of their pregnancy this would be unlawful pregnancy discrimination.
As long as an employee is adopting a child through a registered adoption agency, the employee is entitled to take adoption leave. If a couple are adopting a child, one member of the couple may take adoption leave and the other may take paternity leave. This includes same sex couples. If they qualify they can also (from April 2015) take Shared Parental Leave.
Yes and it's a good idea to ask an employee before she returns to work if she is breastfeeding so that you can take the appropriate steps to make the job safe before she returns to work. You don't legally have to provide a place to breastfeed but you do have to provide a place for a breastfeeding mum to rest.
Make sure you're up to speed on your rights and responsibilities by checking our guidance on maternity rights and working mums.
Read the guidance