Welfare for pregnant employees

Home Articles ADVICE & GUIDANCE Welfare for pregnant employees

In the event you have pregnant employees, It is advised that you log the controls and adjustments. You may deem it necessary to make for the employee as part of a documented risk assessment that can be disseminated to relevant persons and adhered to by all relevant parties at the workplace at which the pregnant employee resides. This should remain under review for the period of the pregnancy and while classed as a nursing Mother on the employee’s return to work.

Please find below the information and points to consider whilst compiling a pregnancy risk assessment where they are applicable.

If a significant health and safety risk is identified for a new or expectant mother, which goes beyond the normal level of risk found outside the workplace, you must take the following actions:

  • Temporarily adjust working conditions and / or working hours; or if that is not possible
  • Offer suitable alternative work (on the same terms and conditions) if available; or if that is not possible
  • Suspend the employee from work on paid leave for as long as necessary to protect her health and safety, and that of her child.

You may request confirmation of the employee’s pregnancy by means of a certificate from a registered medical practitioner or a registered midwife. If your employee fails to produce this certificate within a reasonable period of time, you are not bound to maintain any changes to working hours or conditions, or to maintain paid leave. However, you must allow a reasonable period of time for all necessary medical examinations and tests to be completed.

Specific risks for pregnant women:

Your workplace risk assessment must specifically consider any risks to the health and safety of a new or expectant mother, or that of her baby.

A new or expectant mother may work nights, provided this presents no risk to her health and safety. However, if a specific work risk has been identified – or her GP / midwife has provided a medical certificate stating she must not work nights – her employer must offer suitable alternative day work, on the same terms and conditions. If that is not possible, the employer must suspend her from work on paid leave for as long as is necessary to protect her health and safety and/or that of her child.

For concerned employers, Avensure’s HR services might be the answer you are looking for.

Lee Churchill

For more information about me, come see my profile: Lee Churchill


Social Media

Latest Posts

RIDDOR Landing page v x

What are RIDDOR Regulations & What are Employer’s Responsibilities for RIDDOR Reportable Incidents?

Firstly many people ask what RIDDOR means, RIDDOR stands for reporting injuries diseases, and dangerous occurrences. Accidents at work can happen, even with the best …

An Employer Guide to Disciplinary Action and Police Investigations

An Employer’s Guide to Disciplinary Action and Police Investigations

Without wishing to delve too heavily into the current (alleged) political shenanigans, there has been much discussion about the announcement of an investigation by the …

covid vaccine 800x296 1

Your Complete Guide to Mandatory Covid-19 Vaccinations

Earlier this month the government announced that The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 amendment had been passed by Parliament. The …

working from home

Can employers adjust sick pay for unvaccinated workers?

Can employers adjust sick pay for unvaccinated workers? There has been a lot of media coverage recently about various companies who are reducing sick pay …

working from home

Working from home: FAQs for employers

This week the Prime Minister, Boris Johnson announced the implementation of Plan B of its COVID-19 winter response due to rising numbers of COVID-19 cases …