Managing pregnancy and parenthood in the workplace

Working mothers make up a growing share of the UK’s workforce. Last year research undertaken on behalf of Resolution Foundation and the Centre for Economic Performance at the London School of Economics (LSE) indicated that 74 per cent of UK mothers to children aged three or under were employed in 2021, demonstrating an upsurge of six per cent since 2019. As such, it’s becoming increasingly important that business owners better manage the challenges that both pregnancy and new parenthood can pose to practice standards and patient care. But how can you do this, whilst also making sure you stay on the right side of discrimination law when it comes to advocating for new mums at work?

The law
All pregnant employees legally have the right to paid time off for antenatal care, maternity leave, pay or allowance, and the protection against discrimination or unfair treatment. It’s illegal to show prejudice to women in the workplace because of their pregnancy, any resulting illness, or for taking time off through sickness or maternity leave. This could be grounds for tribunal, along with: