UK Family Right · 2026
When and how should I tell my employer I am pregnant?
Statutory rights
From the moment you tell your employer (regardless of how early): protection from pregnancy/maternity discrimination under Equality Act 2010 — section on legislation.gov.uk">Equality Act 2010 s.18; right to paid time off for antenatal appointments (Employment Rights Act 1996 — section on legislation.gov.uk">Employment Rights Act 1996 s.55); right to a workplace risk assessment; protection from suspension on pay grounds where work is unsafe. By Qualifying Week (15 weeks before due date) you must have given notice to qualify for SMP and statutory maternity leave.
How to exercise this right
1) Decide when to tell — usually after the first scan (~12 weeks) when risks reduce. Earlier disclosure = stronger protection. 2) Tell your line manager first, in person if possible, then follow up in writing. 3) Email HR with: confirmation of pregnancy, expected due date, that you intend to take maternity leave (you can finalise dates later). 4) By 15 weeks before due date (statutory deadline): give written notice of (a) intention to take maternity leave, (b) start date of leave (can be changed with 28 days' notice). 5) Provide the MATB1 certificate from your midwife/GP after 20 weeks. 6) Keep copies of all correspondence.
Employer obligations
From notification: conduct a workplace risk assessment for pregnant women; offer paid time off for antenatal appointments (no cap on number, just 'reasonable'); not discriminate, demote, or treat less favourably; consider reasonable adjustments to working conditions; offer suitable alternative work if existing role is unsafe; suspend on full pay if no suitable alternative exists.
If your employer refuses
Refusing risk assessment, antenatal appointment time, or treating you less favourably is pregnancy/maternity discrimination under Equality Act 2010 — section on legislation.gov.uk">Equality Act 2010 s.18 — there's no minimum service requirement and no cap on damages. Raise a written grievance citing s.18 EqA. ACAS Early Conciliation within 3 months less 1 day of the discriminatory act. Awards include injury to feelings (Vento bands £1,200-£58,700+) plus financial loss.
Worked example
Hannah told her manager at 13 weeks; she was put on a junior project the next week and told it was 'just temporary'. She emailed HR confirming her pregnancy, citing pregnancy discrimination concerns under Equality Act 2010 s.18, and requesting a risk assessment. HR investigated; the project move was reversed and she received a written apology. The early documented disclosure gave her clear protection — without it, the project move could have been reframed as 'business need'.
Recruiter pro tip
The strongest protection is early written notification, even if you're not ready to discuss leave dates. A simple email — 'I want to inform you I'm pregnant; my expected due date is [date]; we can discuss leave plans in more detail later' — locks in all your protections. Many employees wait until 20+ weeks and miss months of risk assessment, antenatal time, and discrimination protection that they were entitled to from day one.
Related family rights
What counts as pregnancy discrimination and how do I challenge it?
Pregnancy and maternity discrimination is unlawful under Equality Act 2010 s.18. It includes: unfavourable tre…
Can I take time off for antenatal appointments?
Yes — pregnant employees have a statutory right to paid time off for antenatal appointments under Employment R…
How do I formally request maternity leave?
Notify your employer in writing by the end of the 15th week before your expected due date (Qualifying Week). I…
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