Legal Rights and Antenatal Care: What Working Women Should Know

Balancing work and antenatal care can feel like a juggling act, but knowing your legal rights as a working woman in the UK ensures you’re supported every step of the way. From attending antenatal appointments to requesting workplace adjustments, the law is designed to protect your health, your baby’s well-being, and your career.

This guide breaks down your legal rights during pregnancy, explains how to navigate antenatal care while working, and offers practical tips to ensure you receive the support you need.

The Importance of Antenatal Care

Antenatal care is vital for monitoring your health and your baby’s development throughout pregnancy. Regular antenatal appointments include routine checkups, blood tests, antenatal scans, and discussions about prenatal care, ensuring any potential complications are identified early.

The NHS recommends around 10 antenatal appointments for first-time mums, with fewer for subsequent low-risk pregnancies (NHS). Missing these appointments could compromise your health or your baby’s, making it essential to prioritise them.

Your Legal Right to Antenatal Care

Paid Time Off for Antenatal Appointments

In the UK, pregnant employees are entitled to paid time off for antenatal care. This includes:

Medical checkups and scans.

Antenatal classes, such as relaxation techniques or antenatal yoga, if recommended by a healthcare provider.

Appointments with your midwife or GP.

Employers cannot ask you to make up time missed or use your annual leave for these appointments.

How to Inform Your Employer

To access paid time off, you must inform your employer about your pregnancy. While you don’t need to provide proof of appointments until after your first one, it’s helpful to share your schedule early to minimise workplace disruption.

Flexible Working Options

Under the Equality Act 2010, pregnant employees are entitled to request reasonable adjustments at work to accommodate their needs. This might include:

Flexible hours to attend antenatal classes or appointments.

Reduced workload during physically demanding tasks.

A more ergonomic workspace.

If your request is denied, your employer must provide a valid business reason.

Maternity Leave and Pay

Maternity Leave

Pregnant employees in the UK are entitled to 52 weeks of maternity leave, regardless of how long they’ve been with their employer. This includes:

26 weeks of ordinary maternity leave.

26 weeks of additional maternity leave.

You must inform your employer at least 15 weeks before your baby’s due date to qualify.

Statutory Maternity Pay (SMP)

To receive SMP, you must meet the following criteria:

Have been employed continuously for at least 26 weeks before the 15th week of your due date.

Earn at least £123 per week before tax.

SMP provides:

90% of your average weekly earnings for the first six weeks.

£172.48 per week or 90% of your earnings (whichever is lower) for the next 33 weeks.

If you don’t qualify for SMP, you may be eligible for Maternity Allowance (Gov.uk).

Workplace Adjustments for Pregnant Employees

Health and Safety Protections

Your employer has a legal duty to conduct a risk assessment once they’re informed of your pregnancy. This ensures your workplace is safe and free from hazards, such as heavy lifting, prolonged standing, or exposure to harmful substances.

If risks are identified, your employer must:

Adjust your working conditions.

Offer you alternative work.

Provide paid leave if no alternatives are available.

Managing Stress at Work

Pregnancy can bring additional stress, so it’s important to speak up if you’re feeling overwhelmed. Consider practices like antenatal yoga or antenatal massage for relaxation during pregnancy, and discuss any concerns with your manager or HR department.

Navigating Antenatal Appointments While Working

Plan Ahead

Scheduling your antenatal appointments well in advance helps minimise workplace disruption. Choose early morning or late afternoon slots, or batch multiple appointments into one day if possible.

Use Shared Calendars

Keeping your employer informed about your schedule fosters understanding and ensures your responsibilities are covered during your absence. Use a shared calendar or regular email updates to communicate effectively.

Partner Involvement

Your partner can also play a role in your antenatal journey. In the UK, partners are entitled to unpaid leave for up to two antenatal appointments, allowing them to support you and be involved in your baby’s development.

Practical Tips for Balancing Work and Antenatal Care

Stay Organised

Use a planner or app to track your antenatal appointments, work deadlines, and personal tasks. This ensures you stay on top of everything without feeling overwhelmed.

Communicate Your Needs

Don’t hesitate to discuss adjustments with your employer. Whether it’s flexible hours, remote work, or a lighter workload, clear communication is key to balancing your commitments.

Take Breaks

Pregnancy often brings fatigue, so make time for regular breaks during your workday. Breathing exercises learned in antenatal classes can help you recharge and reduce stress.

Resources for Support

Several UK-based organisations offer guidance and support for working mums:

NHS Pregnancy Services: Comprehensive information on antenatal care. Visit NHS.

Maternity Action: Advice on workplace rights and maternity leave. Visit Maternity Action.

Tommy’s PregnancyHub: Resources for managing pregnancy and work. Visit Tommy’s.

ACAS: Guidance on employment rights and resolving workplace disputes. Visit ACAS.

Final Thoughts

Navigating antenatal care while working doesn’t have to be stressful. By understanding your legal rights, communicating openly with your employer, and prioritising self-care, you can balance your professional responsibilities with your health and your baby’s well-being.

Remember, pregnancy is a journey, and it’s okay to adjust your approach as your needs evolve. Trust yourself, seek support when needed, and embrace the incredible steps you’re taking to prepare for parenthood.

Source List

NHS Pregnancy Services. Visit NHS.

Maternity Action. Visit Maternity Action.

Tommy’s PregnancyHub. Visit Tommy’s.

ACAS. Visit ACAS.

Equality Act 2010, UK Legislation. Visit Legislation.gov.uk.