Short answer: Pregnant employees have important legal protections, but the details depend on where you work. In the UK, you must tell your employer at least 15 weeks before your due week to get maternity leave; you can take up to 52 weeks' Statutory Maternity Leave, get paid time off for antenatal care, and your employer must assess and reduce risks at work. In the US, the Pregnant Workers Fairness Act requires reasonable accommodations, and the FMLA gives eligible employees unpaid, job-protected leave. In the EU, every member state must give at least 14 weeks' maternity leave and protection from dismissal. Unfair treatment because of pregnancy is discrimination.
Being pregnant and working often means one conversation many people dread. Knowing where you stand makes it easier. This is an overview, not legal advice: check the rules where you work, and your contract, which may give you more.
When to tell your employer
You don't have to tell your employer straight away, but some rights only start once they know — such as time off for antenatal appointments and a risk assessment. Many people tell their manager after the first scan.
- UK: to get Statutory Maternity Leave, tell your employer at least 15 weeks before the week your baby is due, including when you want your leave to start. Your employer must confirm your dates in writing within 28 days.
- Job interviews: in the UK, US and EU, it's unlawful to refuse to hire someone because they're pregnant.
UK: key rights
- Maternity leave: Statutory Maternity Leave is up to 52 weeks. You must take at least 2 weeks after the birth (4 weeks if you work in a factory). The earliest you can usually start is 11 weeks before your due week.
- Maternity pay: if you're eligible, Statutory Maternity Pay is paid for up to 39 weeks: 90% of your average weekly earnings for the first 6 weeks, then a flat weekly rate (or 90% if lower) for 33 weeks. Some employers pay more.
- Antenatal care: paid time off for antenatal appointments, which can include recommended antenatal classes. Partners can take unpaid time off for two appointments.
- Health and safety: once you've told your employer, they should assess the risks to you and your baby and remove them — for example by changing your hours or duties. If they can't, they should offer suitable alternative work or suspend you on full pay.
- Rest: a suitable place to rest, which should be private and hygienic if you need to express milk after your return.
- Shared Parental Leave lets eligible parents share leave and pay after the birth.
US: key rights
- Pregnant Workers Fairness Act (PWFA): covered employers must provide reasonable accommodations for known limitations related to pregnancy, childbirth or related conditions — such as more breaks, seating, or lighter duties — unless this would cause undue hardship.
- Pregnancy discrimination is unlawful under federal law.
- FMLA: eligible employees of covered employers can take up to 12 workweeks of unpaid, job-protected leave in a 12-month period, including for the birth of a child.
- Expressing milk: most nursing employees are entitled to break time and a private space (not a bathroom) for up to a year after birth.
- Many states have extra protections, including paid family leave.
EU: minimum standards
- The EU Pregnant Workers Directive requires at least 14 weeks of continuous maternity leave, including at least 2 compulsory weeks, and prohibits dismissal for reasons connected with pregnancy.
- Each parent also has a right to four months of parental leave, two of which are paid and can't be transferred.
- Many member states give considerably more; check your national rules.
You don't have to prove you're still working just as hard. These rights exist so that you and your baby get to the finish line healthy.
If you're treated unfairly
Being dismissed, demoted, denied promotion, or pressured to reduce your hours because you're pregnant or on maternity leave can be unlawful discrimination. Keep a written record of conversations and decisions, and get advice early: in the UK from Acas, in the US from the EEOC, and elsewhere from your national equality body or a trade union.
Planning your return
Think ahead about childcare, expressing milk if you're breastfeeding, and whether you'd like to request flexible working. Put any agreements in writing. See going back to work after a baby.
Related reading
Combining work and family: The Working Mum Method (PDF, English) is a system for combining work and family without burning out.
Sources
- GOV.UK — Pregnant employees' rights, Maternity pay and leave and Shared Parental Leave and Pay.
- Acas — Pregnancy and maternity discrimination.
- U.S. Equal Employment Opportunity Commission — Pregnancy discrimination and the PWFA; U.S. Department of Labor — FMLA.
- EUR-Lex — Council Directive 92/85/EEC (pregnant workers); European Commission — Work-life balance.
Written by the Bloom Guides editorial team. Last updated: 20 October 2026. General information only — not legal advice. Rules change; check the official guidance where you work.