Pregnancy Sickness

Understanding the law around pregnancy sickness

This piece is for general information only and does not cover all laws or policies. Please refer to official government or medical sources for the most accurate and up-to-date guidance.

Pregnancy Sickness: A Workplace Guide

Supporting pregnant employees requires more than just compliance - it means creating a safe, flexible, and informed environment. Understanding pregnancy-related sickness and your legal responsibilities is essential to protecting both your staff and your organisation.

Understanding Pregnancy Sickness and the Law

Pregnancy-related sickness must be treated fairly and legally. Logging and managing it correctly ensures:

• Employees are protected from discrimination
• Their job is not at risk due to pregnancy-related absence
• Your business stays compliant with employment law

What is Pregnancy Sickness?

Pregnancy sickness refers to a range of symptoms and conditions that can impact someone’s ability to work. These may include:

• Morning sickness (nausea and vomiting)
• Extreme tiredness or fatigue
• Preeclampsia
• Joint issues
• Back pain
• Headaches and migraines
• Bleeding
• Gestational diabetes (pregnancy-related diabetes)
• Hyperemesis Gravidarum (severe, ongoing sickness)
• And other pregnancy-related health conditions

Please also be aware that some people will have pre-existing conditions that may worsen or need extra medical support.

Logging Pregnancy Sickness Correctly

If an employee is off work due to pregnancy sickness:

• It should be reported and paid as standard sickness absence
• However, it must be recorded separately from other types of sickness
• Pregnancy sickness should not be used as part of absence review triggers (e.g. disciplinary action or performance review)
• Businesses should be as flexible as possible with pregnancy-related absence

Maternity Pay and Sickness

If an employee becomes unwell due to pregnancy within four weeks of their maternity leave start date:

• You may be required to automatically start their maternity leave from the first day of absence
• From this point, the employee transitions into maternity pay

Creating a Pregnancy Support Plan

Every pregnancy is different. A specific, tailored support plan should be created to ensure employee wellbeing. This may include:

• Flexible working hours
• Altered start and finish times
• Work-from-home options
• Ergonomic seating and workspace adaptations
• Avoidance of heavy lifting
• Adjusting job roles or tasks
• Consider other conditions and illnesses the person may have had

A risk assessment must be carried out to evaluate any hazards in the role or workplace and make appropriate adjustments.

Pregnancy Appointments and Pay

Employees are entitled to full pay for time off related to pregnancy appointments - including travel time. These appointments can include:

• Medical or hospital appointments
• Antenatal classes
• Pregnancy fitness sessions
• Mental health or wellbeing support

The law does not specify an exact number of hours or appointments but requires that time off is “reasonable.”

ACAS recommends:

• Up to 10 antenatal classes for first-time pregnancies
• Around 7 classes for those who’ve had a baby before

However, each pregnancy should be treated individually, and businesses should remain flexible.  After the first appointment, the employee may be asked to provide an appointment card as evidence.

Building a Strong Pregnancy Support Culture

Providing thoughtful and proactive care for pregnant employees should never be an after though.

• Ensure managers are trained on pregnancy rights and support
• Make sure employees know what they’re entitled to
• Create an environment of care and respect
• Make individual support some people may need more support than others

Strong support leads to better retention. When employees feel valued while building their families, they’re more likely to remain engaged and committed to your organisation.