As an employer, it’s essential to create a supportive working environment for pregnant and new mothers. This article explores some of the key challenges pregnant employees and new mothers face, and what employers can do to support them.
Discrimination in the workplace
Despite the need to support pregnant employees and new mothers, figures show that they experience high levels of discrimination and have been put at a disadvantage:
- One in five mothers said they experienced harassment or negative comments related to pregnancy or flexible working from their employer or colleagues.
- One in 25 mothers left their jobs because of risks not being tackled.
- One in ten mothers were discouraged from attending antenatal appointments.
- Overall, three in four mothers said they had a negative or possibly discriminatory experience during pregnancy, maternity leave, and/or on return from maternity leave.
Statistics taken from Pregnancy and Maternity-Related Discrimination and Disadvantage Summary Report published in 2016.
The Equality Act 2010 protects women against direct discrimination and victimisation because of the protected characteristic of pregnancy and maternity. Read more about pregnancy discrimination and employees rights at Maternity Action.
Acas also provides guidelines for employers on managing maternity leave and pay.
Risks associated with pregnant employees and new mothers
As an employer, ensuring that your pregnant employees have a safe and comfortable workspace should be a top priority. You must carry out an individual risk assessment when an employee tells you that they are pregnant, or that they’ve given birth in the last six months, or that they are breastfeeding. You should also review the risk assessment on a regular basis. Failure to carry out a risk assessment could be classed as sex discrimination.
Read more about risk assessments for pregnant workers and new mothers at Health and Safety Executive.
As pregnancy poses a variety of potential risks, it’s important to understand the possible threats and develop strategies to address them. Some of the key risks in the workplace for pregnant employees include:
- Physical strain – Pregnant employees may be more susceptible to physical strain, due to their changing weight and centre of gravity. This can lead to musculoskeletal (MSK) problems, fatigue, and even pregnancy-related injuries. It’s important to provide pregnant employees with ergonomic furniture and workstations to support them whether sitting or standing. Employers should also consider adjusting an employee’s workload if necessary. If their job includes manual labour, their duties may need to be altered i.e. providing alternative work instead of lifting or handling duties.
- Work stress – Stress can impact both the physical and mental health of pregnant employees. It is important to recognise when an employee is having difficulty coping with a stressful situation and to provide support.
- Workplace hazards – Some workplaces may have potential hazards that can be harmful to pregnant employees, such as exposure to toxic chemicals, radiation, heat or noise. It is important to identify these potential hazards and make changes to ensure the safety of pregnant employees.
- Job security – Pregnant employees may worry about job security if they take an extended leave of absence to look after their child. It’s therefore important for employers to clearly communicate their policies regarding job security and ensure pregnant employees are made fully aware of any terms.
What are common challenges in the workplace?
Being pregnant and working, and balancing work and family life, can be difficult for many women. Pregnancy can bring a range of physical and psychological changes that can lead to physical and emotional stress. It’s important for employers to understand the challenges that pregnant women and new mothers face and to be prepared to make accommodations to support them.
- MSK – We’ve mentioned that women experience changes in mobility and balance, but other challenges can include ‘new mother’s thumb’ in the short-term after giving birth. There may also be possible back or pelvic pain due to hormone changes or conditions such as pregnancy-related pelvic girdle pain (PGP) or symphysis pubis dysfunction (SPD).
- Mental health – Women can experience a range of emotions during and after pregnancy, including anxiety, stress and post-natal depression. This is why it’s vital employers signpost staff to supportive interventions they have in place to help look after the health of their staff at a time that is particularly challenging.
- Feeling more tired than usual – Tiredness and exhausting is common, especially in the first 12 weeks of pregnancy. This can have a knock-on affect on your mood. Difficulty sleeping in pregnancy can also have a significant impact on energy levels.
- Nausea and vomiting – Also known as ‘morning sickness’, these symptoms can make it hard to work. Accommodations such as flexible working hours or working from home on days that are particularly bad may need to be considered.
- Workplace culture – As the statistics at the top of this article highlighted, women can be subject to discrimination and unfair treatment in the workplace. Co-workers may be less understanding or accommodating, which is why it’s important to raise awareness of the challenges and what can be done to support employees during and post pregnancy.
What can employers and line managers do?
- Risk assessment – Line managers have to complete a HSE assessment to help identify risks and any adjustments that need to be put in place. This assessment will need reviewing on a regular basis.
- Ensure policies are in place and that staff know where to find them – These should detail guidelines covering pregnancy, maternity leave and maternity pay.
- Physio/MSK support – Things such as correct DSE setup can support an employee’s musculoskeletal health during and after pregnancy. You may also have access to physio support through services such as occupational health.
- Mental health support – If you have an employee assistance programme (EAP) in place, signposting employees to this can offer them access to confidential emotional support and other supportive interventions such as counselling. You may also have other services in place such as online CBT or access to EMDR. Referrals to occupational health can also be made if this facility is in place.
- Education for line managers – Line managers can also conduct their own research to help grow their understanding and awareness of how to support pregnant employees and new mothers. Employers may provide manager training as well to help improve confidence of supporting staff on this topic.
- More and/or longer rest-breaks – Employers can consider this adjustment to help pregnant employees manage the physical and psychological impact.
- A referral to occupational health – If required, you can make a referral to occupational health (if you have this service in place). Access to this professional support can help employers to put reasonable adjustments in place i.e. flexible working, and supporting an employee with a return to work.
- Signpost staff to general advice – You may provide wellbeing support internally via wellbeing apps or health subscriptions that you can signpost staff to. Offering support on pregnancy and maternity topics can also form part of your wellbeing calendar and internal campaigns for staff. For example, some of the awareness events you could link into include World Breastfeeding Week and Maternal Mental Health Awareness Week.
You can also find plenty of support online to direct staff to, below we have listed a few:
NHS – Exercise during pregnancy.
NHS – Vitamins, supplements and nutrition.
Tommy’s Charity – Mental health before, during and after pregnancy. This site also contains general tips on looking after yourself.
Support for fathers and partners
This article has focused on pregnant employees and new mothers, but it’s also important for employers to be aware that pregnancy and having a child impacts partners as well. Maternity Action has included information about rights at work for fathers and partners, including same sex partners.
Tommy’s also contains further support on how pregnancy affects fathers and partners.
Further support
- Acas – Health at work during pregnancy.
- Health and Safety Executive – Health and safety for pregnant workers and new mothers.
- CIPD – Maternity, paternity and adoption rights.
- GOV.UK – Pregnant employee’s rights.
- GOV.SCOT – Maternity, paternity and parental leave.
- Citizens Advice Scotland – Guidance for those expecting a baby.
- NHS – Work and pregnancy.
- Maternity Action – Health and safety during pregnancy and on return to work.
Summary
Supporting pregnant and new mother employees in the workplace is essential for creating a work environment that is healthy, welcoming and productive. By having a set of policies in place, offering reasonable adjustments, and signposting to supportive resources, employers can help to support the health and wellbeing of staff while retaining talent and boosting staff morale.
Ref: WPW0302 This information was published April 2024.
