You have a legal duty to protect the health and safety of pregnant mothers at work. This includes workers who could be pregnant as well as those who you know are pregnant.

Workplace risk assessment

Some substances, processes, and working conditions may affect human fertility as well as pose a risk to a pregnant worker and/or her unborn child. Therefore, you must think about the health of women of childbearing age, not just those who have told you that they are pregnant.

If you employ women of childbearing age you should, as part of your normal risk assessment, consider if any work is likely to present a particular risk to them - whether or not they might be pregnant.

As part of your legal duty to take measures to protect your workers, all employers must undertake a workplace risk assessment for their pregnant employees. For further information see risk assessment for pregnant workers and new mothers - employer guidance from the Health and Safety Executive NI (HSENI).

Notification from a pregnant worker

You should also encourage workers - eg via your maternity policy or staff handbook - to notify you as soon as possible if they become pregnant. This is so you can identify if any further action is needed.

You are entitled to ask a pregnant worker to provide:

• notification of her pregnancy in writing
• a certificate from a registered medical practitioner or a registered midwife showing that she is pregnant

Note that you do not have to:

• begin to take any action in relation to a particular pregnant worker's health and safety until she gives you written notification
• maintain any action in relation to her where she has failed to give you the certificate within a reasonable period of time - although you must have requested in writing to see the certificate

However, even if a pregnant worker has not formally notified you of her pregnancy, it is good practice to do a risk assessment for her if you become aware that she is pregnant.

Once a worker notifies you she is pregnant, you should review the risk assessment for her specific work and identify any changes that are necessary to protect her health and that of her unborn baby. Involve the worker in the process and review the assessment as her pregnancy progresses to see if any further adjustments are needed.

For more information on health and safety risk assessments, see health and safety risk assessment.

Potential hazards for pregnant workers

Things that might be hazardous to female employees - and pregnant workers in particular - include:

• mental and physical fatigue caused by long working hours
• night-time working
• work-related stress
• excessive noise
• extremes of cold and heat
• threat of violence in the workplace
• exposure to harmful substances, eg lead, pesticides, solvents, mercury, carbon monoxide, antimitotic (cytotoxic) drugs
• exposure to radiation
• lifting/carrying heavy loads
• working at heights
• exposure to infectious diseases
• sitting or standing still for long periods of time
• unhealthy workstations or posture
• lone working
• exposure to vibration

If you identify a risk that could cause harm to your worker or their child, you must decide if you can control it. If you cannot control or remove the risk, you must do the following: eg adjust working conditions or working hours to avoid the risk or offer her suitable alternative work.

If this isn't possible, you must suspend the worker on paid leave for as long as necessary to protect their health and safety and that of their child.

Managing the health and safety of pregnant workers and new mothers - HSENI employer guidance.

Rest facilities for pregnant and breastfeeding mothers

You're required by law to provide somewhere for pregnant and breastfeeding mothers to rest.

Pregnant workers and breastfeeding mothers are entitled to more frequent rest breaks. You should talk to them so you can agree on the timing and frequency.

You must provide a suitable area where they can rest, including somewhere to lie down if necessary. You must provide a private, clean, and safe room for nursing mothers to express if they choose to and somewhere to store breast milk, eg a fridge. Toilet facilities are not a suitable or hygienic place for this purpose.

See breastfeeding and the workplace.

Where an expectant or new mother would be exposed to risk if she continued to perform her contractual duties, the employer is obliged to alter her working conditions or working hours if it is reasonable to do so and if it would avoid the risk. If it is not reasonable to make alterations, the employer must offer the employee suitable alternative work, or if that isn't possible, suspend the employee from work for as long as necessary to avoid the risk.

Right to the offer of alternative work

Where an employer has available suitable alternative work for an employee, the employee has a right to be offered to be provided with the alternative work before being suspended from work on maternity grounds. For alternative work to be suitable for an employee for this purpose:

• the work must be of a kind that is both suitable in relation to her and appropriate for her to do in the circumstances, and
• the terms and conditions applicable to her for performing the work, if they differ from the corresponding terms and conditions applicable to her for performing the work she normally performs under her contract of employment, must not be substantially less favourable to her than those corresponding terms and conditions

In summary, an employee who is pregnant, has recently given birth, or who is breastfeeding may have to be suspended from work on maternity grounds if continued attendance might damage her, or the baby's health.

In general, the duty to suspend from work does not arise unless and until the employee has given the employer written notice that she is pregnant, has given birth within the previous six months, or is breastfeeding.

An employee who is suspended is entitled to full pay, which includes any bonuses or commissions they would have been paid. Their suspension should last until the risk to them or their baby has been removed.

If the employee unreasonably refuses suitable alternative work the employer doesn't have to pay them.

An employee is entitled to make a complaint to an industrial tribunal if there is suitable alternative work available which her employer has failed to offer her before suspending her from work on maternity grounds. They can also complain to an industrial tribunal if they don't get the right amount of pay.

All pregnant employees have the right to reasonable paid time off to attend antenatal care appointments. Employers should bear in mind that the right to paid time off is a right to be permitted time off during working hours and it will not be reasonable for the employer to avoid this by rearranging the individual's working schedule or requiring her to make up lost time.

Antenatal care covers not only medical examinations related to the pregnancy but also, for example, relaxation classes and parent-craft classes. There is no service requirement for this right.

However, the right to time off only applies if the appointment is recommended by a registered midwife, health visitor, registered nurse, or registered medical practitioner (eg a doctor).

Therefore, you are entitled to ask for evidence of antenatal appointments - except in the case of the very first appointment.

You can request that the employee show you:

• written documentation from a registered medical practitioner, a midwife, or a health visitor confirming that she is pregnant
• an appointment card or some other document showing that an appointment has been made

Reasonable time off for medical appointments

The law does not set out what 'reasonable' means regarding time off. Employees must request the time off and have a right not to be unreasonably refused time off. Tribunals are likely to find it unreasonable if an employer refuses to allow time off for appointments that are made on the basis of medical advice. Part-time employees should not be pressured to take appointments on their days off.

The amount of time off will depend on the time that the appointment is made and it will not be unreasonable for an employer to expect an employee to attend for the part of the day that they can outside the appointment time. Time off also includes travelling time and waiting time for appointments. Abuse of the time off provisions may normally be handled under the absence management procedures, but should be handled with caution.

See working when pregnant.

Payment during time off

You must pay the employee her normal hourly rate during the period of time off for antenatal care.

Where the employee is paid a fixed annual salary, she should simply be paid as normal. In other cases calculate the rate by dividing the amount of a week's pay by the number of the employee's normal working hours in a week. The normal working hours will usually be set out in her contract of employment.

If her weekly working hours vary, you should average them over the previous 12 complete working weeks. If the employee has yet to complete 12 weeks' service, estimate the average in light of:

• what could be reasonably expected from her contract of employment
• the work pattern of any fellow employees in comparable jobs

Overtime is counted only if it is required and contractually guaranteed.

Labour Relations Agency (LRA) guidance on time off work rights and responsibilities.

Complaints relating to time off for antenatal care

A pregnant employee could bring an unlawful discrimination and/or unfair dismissal claim to a tribunal if you:

• dismiss her or treat her unfairly because she tried to exercise her right to time off for antenatal care
• unreasonably refuse her time off for antenatal care
• deny her normal rate of pay during such time off

A pregnant employee can bring a claim regardless of whether or not:

• she actually has exercised the right to paid time off for antenatal care
• that right has actually been infringed

All she has to have done is act in good faith in seeking to assert the right.

See pregnant workers, dismissal and discrimination.

Time off to accompany to antenatal appointments

Following changes to the Work and Families Act in April 2015, both employees and Agency workers, who have a qualifying relationship with the pregnant woman or her expected child, have the right to unpaid time off to attend up to two antenatal appointments. The employee or agency worker must request the time off and cannot simply rely on these provisions as an after-the-fact justification for the absence from work.

A person in a qualifying relationship would include:

• the husband or civil partner of the pregnant woman
• a person who lives with the pregnant woman in an enduring family relationship (including same-sex couples) but is not a relative of that woman
• the father of the expected child
• a woman who is deemed to be the parent of the expected child under the Human Fertilisation and Embryology Act 2008
• either of the intended parents who are expecting a child from a surrogate mother and who are eligible for and intend to apply for a Parental Order (or have obtained such an Order)

The time off for each appointment is capped at 6.5 hours.

Spouse or civil partner

Although the regulations state that a person is in a qualifying relationship with a pregnant woman if he or she is the husband or civil partner of that woman, it is presumably the case that this category would also extend to the wife of the pregnant woman. Paragraph 7.1 of Part 2 of the Marriage (Same-sex Couples) and Civil Partnership (Opposite-sex Couples) (Northern Ireland) Regulations 2019, provides that any reference in legislation to a person who is married is to be read as including a reference to a person who is married to a person of the same sex.

You must not treat a worker unfairly because she is pregnant. This may result in a claim of sex discrimination. Such unfair treatment includes dismissal.

Pregnancy and dismissal

It is an automatically unfair dismissal if you dismiss - or select for redundancy - an employee solely or mainly:

• for a reason relating to her pregnancy
• because she tried to assert her right to paid time off for antenatal care - see employees' right to paid time off for antenatal care

Only employees can claim unfair dismissal, but all workers can claim unlawful sex discrimination if they are dismissed or treated unreasonably for a reason relating to their pregnancy.

Sex discrimination

It amounts to unlawful sex discrimination if you:

• treat a pregnant worker unfairly for a reason relating to her pregnancy
• dismiss a pregnant worker solely or mainly for a reason relating to her pregnancy
• dismiss - or select for redundancy - a pregnant employee solely or mainly for a reason relating to her pregnancy
• dismiss - or select for redundancy - a pregnant employee solely or mainly because she tried to assert her right to paid time off for antenatal care - see employees' right to paid time off for antenatal care
• refuse to interview or employ a job applicant solely or mainly on the grounds that she is pregnant (or you believe that she may be, or may become, pregnant)

You can never justify this type of discrimination.

As pregnancy-related dismissals are discriminatory, it's likely that a pregnant employee would not only claim unfair dismissal but also unlawful sex discrimination. There is a limit on the amount of compensation a tribunal can award for unfair dismissal but not for unlawful discrimination.

A pregnant worker would only be able to claim unlawful sex discrimination, but there is still no limit on any tribunal compensation they might receive.

Download Equality Commission and Labour Relations Agency employer guidance on pregnancy and maternity at work (PDF, 3.25MB).

There are business benefits for employers who take proactive steps to discuss and promote breastfeeding with employees returning from maternity leave to help facilitate their transition back to work.

Business benefits

• Increased motivation of employees and a better working culture, leading to greater flexibility and better communication.
• Health and wellbeing benefits to your employees.
• Reduction in absenteeism and staff turnover.
• Increased quality, greater levels of innovation and creativity, and improved productivity.
• Overall improved customer service.
• Raised public image of the company and competitive advantage, making it more attractive as an employer of choice.
• Contributes to an inclusive working culture.

Breastfeeding and rest periods

Employers are required by law to provide somewhere for breastfeeding employees to rest. Where necessary, this should include somewhere for them to lie down.

Although there is no legal right for an employee to take time off from their job in order to breastfeed, express milk for storage and later use, or take rest periods you should consider adapting working hours to enable an employee to continue to breastfeed or express milk. A refusal to accommodate a breastfeeding employee may amount to unlawful sex discrimination if it cannot be justified.

Breastfeeding facilities

It is recommended good practice that employers provide a private, healthy, and safe environment for breastfeeding employees to express milk and provide somewhere to appropriately store breast milk eg in a fridge or cool area, perhaps secured in a re-sealable container for hygiene purposes. The private space may be an unoccupied office or an area that can be discreetly screened. Toilet facilities are not a suitable hygienic place for this purpose.

If, after careful consideration, you are unable to provide an appropriate space, you should discuss the issue with the employee to see if there is an alternative facility.

Breastfeeding workplace policy

It is good practice to have a written workplace policy on breastfeeding clearly outlining the employer and employee's responsibilities. This will provide clarity around how requests can be made and will be considered by the employer. This will assist you in making objective, correct, and fair decisions. Implementing such a workplace policy demonstrates your principles and commitment as an employer to supporting employees who are breastfeeding to help create a positive and inclusive workplace where discrimination in any form is unacceptable and will not be tolerated.

Workplace health and safety for breastfeeding employees

There may be a number of risk factors in the workplace that may be harmful to a breastfeeding employee or her child’s health. You should take steps to identify these risks and consider how you can remove them for the safety of your employees.

For further information, see health and safety of pregnant workers.

A woman undergoing fertility treatment, such as in vitro fertilisation (IVF), is treated as being pregnant after fertilised eggs have been implanted. If the implementation fails, the protected period, during which a woman must not be treated unfavourably on the grounds of her pregnancy, ends two weeks later.

It is unlawful sex discrimination for employers to treat a woman less favourably because she is undergoing fertility treatment or intends to become pregnant. A woman will be entitled to paid time off for antenatal care only after the fertilised embryo has been implanted. See having a child through IVF.

Supporting employees going through fertility treatment

For employees undertaking fertility treatment, it can be a long and difficult road both emotionally and physically. There will be obvious practicalities of medical appointments, getting used to new medications, and perhaps undergoing medical procedures. Employer understanding, support, and flexibility can often make a significant difference to someone at a difficult and potentially challenging time of their life. It's not just women who may require support, their partner may also require support and understanding in their difficult journey through fertility treatment.

Due to the personal nature of fertility treatment, employers should recognise and respect that employees have a right to privacy and may choose not to ask for support or wish for the matter to remain confidential. However, developing a compassionate culture with explicit support for employees going through fertility treatment can help overcome the taboo and encourage individuals to access the support they need.

Having a clear policy in place which tells people about the support the employer can offer, might go some way to breaking down the barriers, provided they feel their employer can be trusted to treat them fairly and they won't be penalised in some way. Raising awareness of fertility treatment amongst your workforce and equipping line managers on what to say and how to offer support through appropriate education and training can also help employees open up and feel comfortable asking for help.

Download Equality Commission and Labour Relations Agency employer guidance on pregnancy and maternity at work (PDF, 3.25MB).

You have a legal duty to protect the health and safety of pregnant mothers at work. This includes workers who could be pregnant as well as those who you know are pregnant.

Workplace risk assessment

Some substances, processes, and working conditions may affect human fertility as well as pose a risk to a pregnant worker and/or her unborn child. Therefore, you must think about the health of women of childbearing age, not just those who have told you that they are pregnant.

If you employ women of childbearing age you should, as part of your normal risk assessment, consider if any work is likely to present a particular risk to them - whether or not they might be pregnant.

As part of your legal duty to take measures to protect your workers, all employers must undertake a workplace risk assessment for their pregnant employees. For further information see risk assessment for pregnant workers and new mothers - employer guidance from the Health and Safety Executive NI (HSENI).

Notification from a pregnant worker

You should also encourage workers - eg via your maternity policy or staff handbook - to notify you as soon as possible if they become pregnant. This is so you can identify if any further action is needed.

You are entitled to ask a pregnant worker to provide:

• notification of her pregnancy in writing
• a certificate from a registered medical practitioner or a registered midwife showing that she is pregnant

Note that you do not have to:

• begin to take any action in relation to a particular pregnant worker's health and safety until she gives you written notification
• maintain any action in relation to her where she has failed to give you the certificate within a reasonable period of time - although you must have requested in writing to see the certificate

However, even if a pregnant worker has not formally notified you of her pregnancy, it is good practice to do a risk assessment for her if you become aware that she is pregnant.

Once a worker notifies you she is pregnant, you should review the risk assessment for her specific work and identify any changes that are necessary to protect her health and that of her unborn baby. Involve the worker in the process and review the assessment as her pregnancy progresses to see if any further adjustments are needed.

For more information on health and safety risk assessments, see health and safety risk assessment.

Potential hazards for pregnant workers

Things that might be hazardous to female employees - and pregnant workers in particular - include:

• mental and physical fatigue caused by long working hours
• night-time working
• work-related stress
• excessive noise
• extremes of cold and heat
• threat of violence in the workplace
• exposure to harmful substances, eg lead, pesticides, solvents, mercury, carbon monoxide, antimitotic (cytotoxic) drugs
• exposure to radiation
• lifting/carrying heavy loads
• working at heights
• exposure to infectious diseases
• sitting or standing still for long periods of time
• unhealthy workstations or posture
• lone working
• exposure to vibration

If you identify a risk that could cause harm to your worker or their child, you must decide if you can control it. If you cannot control or remove the risk, you must do the following: eg adjust working conditions or working hours to avoid the risk or offer her suitable alternative work.

If this isn't possible, you must suspend the worker on paid leave for as long as necessary to protect their health and safety and that of their child.

Managing the health and safety of pregnant workers and new mothers - HSENI employer guidance.

Rest facilities for pregnant and breastfeeding mothers

You're required by law to provide somewhere for pregnant and breastfeeding mothers to rest.

Pregnant workers and breastfeeding mothers are entitled to more frequent rest breaks. You should talk to them so you can agree on the timing and frequency.

You must provide a suitable area where they can rest, including somewhere to lie down if necessary. You must provide a private, clean, and safe room for nursing mothers to express if they choose to and somewhere to store breast milk, eg a fridge. Toilet facilities are not a suitable or hygienic place for this purpose.

See breastfeeding and the workplace.

Where an expectant or new mother would be exposed to risk if she continued to perform her contractual duties, the employer is obliged to alter her working conditions or working hours if it is reasonable to do so and if it would avoid the risk. If it is not reasonable to make alterations, the employer must offer the employee suitable alternative work, or if that isn't possible, suspend the employee from work for as long as necessary to avoid the risk.

Right to the offer of alternative work

Where an employer has available suitable alternative work for an employee, the employee has a right to be offered to be provided with the alternative work before being suspended from work on maternity grounds. For alternative work to be suitable for an employee for this purpose:

• the work must be of a kind that is both suitable in relation to her and appropriate for her to do in the circumstances, and
• the terms and conditions applicable to her for performing the work, if they differ from the corresponding terms and conditions applicable to her for performing the work she normally performs under her contract of employment, must not be substantially less favourable to her than those corresponding terms and conditions

In summary, an employee who is pregnant, has recently given birth, or who is breastfeeding may have to be suspended from work on maternity grounds if continued attendance might damage her, or the baby's health.

In general, the duty to suspend from work does not arise unless and until the employee has given the employer written notice that she is pregnant, has given birth within the previous six months, or is breastfeeding.

An employee who is suspended is entitled to full pay, which includes any bonuses or commissions they would have been paid. Their suspension should last until the risk to them or their baby has been removed.

If the employee unreasonably refuses suitable alternative work the employer doesn't have to pay them.

An employee is entitled to make a complaint to an industrial tribunal if there is suitable alternative work available which her employer has failed to offer her before suspending her from work on maternity grounds. They can also complain to an industrial tribunal if they don't get the right amount of pay.

All pregnant employees have the right to reasonable paid time off to attend antenatal care appointments. Employers should bear in mind that the right to paid time off is a right to be permitted time off during working hours and it will not be reasonable for the employer to avoid this by rearranging the individual's working schedule or requiring her to make up lost time.

Antenatal care covers not only medical examinations related to the pregnancy but also, for example, relaxation classes and parent-craft classes. There is no service requirement for this right.

However, the right to time off only applies if the appointment is recommended by a registered midwife, health visitor, registered nurse, or registered medical practitioner (eg a doctor).

Therefore, you are entitled to ask for evidence of antenatal appointments - except in the case of the very first appointment.

You can request that the employee show you:

• written documentation from a registered medical practitioner, a midwife, or a health visitor confirming that she is pregnant
• an appointment card or some other document showing that an appointment has been made

Reasonable time off for medical appointments

The law does not set out what 'reasonable' means regarding time off. Employees must request the time off and have a right not to be unreasonably refused time off. Tribunals are likely to find it unreasonable if an employer refuses to allow time off for appointments that are made on the basis of medical advice. Part-time employees should not be pressured to take appointments on their days off.

The amount of time off will depend on the time that the appointment is made and it will not be unreasonable for an employer to expect an employee to attend for the part of the day that they can outside the appointment time. Time off also includes travelling time and waiting time for appointments. Abuse of the time off provisions may normally be handled under the absence management procedures, but should be handled with caution.

See working when pregnant.

Payment during time off

You must pay the employee her normal hourly rate during the period of time off for antenatal care.

Where the employee is paid a fixed annual salary, she should simply be paid as normal. In other cases calculate the rate by dividing the amount of a week's pay by the number of the employee's normal working hours in a week. The normal working hours will usually be set out in her contract of employment.

If her weekly working hours vary, you should average them over the previous 12 complete working weeks. If the employee has yet to complete 12 weeks' service, estimate the average in light of:

• what could be reasonably expected from her contract of employment
• the work pattern of any fellow employees in comparable jobs

Overtime is counted only if it is required and contractually guaranteed.

Labour Relations Agency (LRA) guidance on time off work rights and responsibilities.

Complaints relating to time off for antenatal care

A pregnant employee could bring an unlawful discrimination and/or unfair dismissal claim to a tribunal if you:

• dismiss her or treat her unfairly because she tried to exercise her right to time off for antenatal care
• unreasonably refuse her time off for antenatal care
• deny her normal rate of pay during such time off

A pregnant employee can bring a claim regardless of whether or not:

• she actually has exercised the right to paid time off for antenatal care
• that right has actually been infringed

All she has to have done is act in good faith in seeking to assert the right.

See pregnant workers, dismissal and discrimination.

Time off to accompany to antenatal appointments

Following changes to the Work and Families Act in April 2015, both employees and Agency workers, who have a qualifying relationship with the pregnant woman or her expected child, have the right to unpaid time off to attend up to two antenatal appointments. The employee or agency worker must request the time off and cannot simply rely on these provisions as an after-the-fact justification for the absence from work.

A person in a qualifying relationship would include:

• the husband or civil partner of the pregnant woman
• a person who lives with the pregnant woman in an enduring family relationship (including same-sex couples) but is not a relative of that woman
• the father of the expected child
• a woman who is deemed to be the parent of the expected child under the Human Fertilisation and Embryology Act 2008
• either of the intended parents who are expecting a child from a surrogate mother and who are eligible for and intend to apply for a Parental Order (or have obtained such an Order)

The time off for each appointment is capped at 6.5 hours.

Spouse or civil partner

Although the regulations state that a person is in a qualifying relationship with a pregnant woman if he or she is the husband or civil partner of that woman, it is presumably the case that this category would also extend to the wife of the pregnant woman. Paragraph 7.1 of Part 2 of the Marriage (Same-sex Couples) and Civil Partnership (Opposite-sex Couples) (Northern Ireland) Regulations 2019, provides that any reference in legislation to a person who is married is to be read as including a reference to a person who is married to a person of the same sex.

You must not treat a worker unfairly because she is pregnant. This may result in a claim of sex discrimination. Such unfair treatment includes dismissal.

Pregnancy and dismissal

It is an automatically unfair dismissal if you dismiss - or select for redundancy - an employee solely or mainly:

• for a reason relating to her pregnancy
• because she tried to assert her right to paid time off for antenatal care - see employees' right to paid time off for antenatal care

Only employees can claim unfair dismissal, but all workers can claim unlawful sex discrimination if they are dismissed or treated unreasonably for a reason relating to their pregnancy.

Sex discrimination

It amounts to unlawful sex discrimination if you:

• treat a pregnant worker unfairly for a reason relating to her pregnancy
• dismiss a pregnant worker solely or mainly for a reason relating to her pregnancy
• dismiss - or select for redundancy - a pregnant employee solely or mainly for a reason relating to her pregnancy
• dismiss - or select for redundancy - a pregnant employee solely or mainly because she tried to assert her right to paid time off for antenatal care - see employees' right to paid time off for antenatal care
• refuse to interview or employ a job applicant solely or mainly on the grounds that she is pregnant (or you believe that she may be, or may become, pregnant)

You can never justify this type of discrimination.

As pregnancy-related dismissals are discriminatory, it's likely that a pregnant employee would not only claim unfair dismissal but also unlawful sex discrimination. There is a limit on the amount of compensation a tribunal can award for unfair dismissal but not for unlawful discrimination.

A pregnant worker would only be able to claim unlawful sex discrimination, but there is still no limit on any tribunal compensation they might receive.

Download Equality Commission and Labour Relations Agency employer guidance on pregnancy and maternity at work (PDF, 3.25MB).

There are business benefits for employers who take proactive steps to discuss and promote breastfeeding with employees returning from maternity leave to help facilitate their transition back to work.

Business benefits

• Increased motivation of employees and a better working culture, leading to greater flexibility and better communication.
• Health and wellbeing benefits to your employees.
• Reduction in absenteeism and staff turnover.
• Increased quality, greater levels of innovation and creativity, and improved productivity.
• Overall improved customer service.
• Raised public image of the company and competitive advantage, making it more attractive as an employer of choice.
• Contributes to an inclusive working culture.

Breastfeeding and rest periods

Employers are required by law to provide somewhere for breastfeeding employees to rest. Where necessary, this should include somewhere for them to lie down.

Although there is no legal right for an employee to take time off from their job in order to breastfeed, express milk for storage and later use, or take rest periods you should consider adapting working hours to enable an employee to continue to breastfeed or express milk. A refusal to accommodate a breastfeeding employee may amount to unlawful sex discrimination if it cannot be justified.

Breastfeeding facilities

It is recommended good practice that employers provide a private, healthy, and safe environment for breastfeeding employees to express milk and provide somewhere to appropriately store breast milk eg in a fridge or cool area, perhaps secured in a re-sealable container for hygiene purposes. The private space may be an unoccupied office or an area that can be discreetly screened. Toilet facilities are not a suitable hygienic place for this purpose.

If, after careful consideration, you are unable to provide an appropriate space, you should discuss the issue with the employee to see if there is an alternative facility.

Breastfeeding workplace policy

It is good practice to have a written workplace policy on breastfeeding clearly outlining the employer and employee's responsibilities. This will provide clarity around how requests can be made and will be considered by the employer. This will assist you in making objective, correct, and fair decisions. Implementing such a workplace policy demonstrates your principles and commitment as an employer to supporting employees who are breastfeeding to help create a positive and inclusive workplace where discrimination in any form is unacceptable and will not be tolerated.

Workplace health and safety for breastfeeding employees

There may be a number of risk factors in the workplace that may be harmful to a breastfeeding employee or her child’s health. You should take steps to identify these risks and consider how you can remove them for the safety of your employees.

For further information, see health and safety of pregnant workers.

A woman undergoing fertility treatment, such as in vitro fertilisation (IVF), is treated as being pregnant after fertilised eggs have been implanted. If the implementation fails, the protected period, during which a woman must not be treated unfavourably on the grounds of her pregnancy, ends two weeks later.

It is unlawful sex discrimination for employers to treat a woman less favourably because she is undergoing fertility treatment or intends to become pregnant. A woman will be entitled to paid time off for antenatal care only after the fertilised embryo has been implanted. See having a child through IVF.

Supporting employees going through fertility treatment

For employees undertaking fertility treatment, it can be a long and difficult road both emotionally and physically. There will be obvious practicalities of medical appointments, getting used to new medications, and perhaps undergoing medical procedures. Employer understanding, support, and flexibility can often make a significant difference to someone at a difficult and potentially challenging time of their life. It's not just women who may require support, their partner may also require support and understanding in their difficult journey through fertility treatment.

Due to the personal nature of fertility treatment, employers should recognise and respect that employees have a right to privacy and may choose not to ask for support or wish for the matter to remain confidential. However, developing a compassionate culture with explicit support for employees going through fertility treatment can help overcome the taboo and encourage individuals to access the support they need.

Having a clear policy in place which tells people about the support the employer can offer, might go some way to breaking down the barriers, provided they feel their employer can be trusted to treat them fairly and they won't be penalised in some way. Raising awareness of fertility treatment amongst your workforce and equipping line managers on what to say and how to offer support through appropriate education and training can also help employees open up and feel comfortable asking for help.

Download Equality Commission and Labour Relations Agency employer guidance on pregnancy and maternity at work (PDF, 3.25MB).

You have a legal duty to protect the health and safety of pregnant mothers at work. This includes workers who could be pregnant as well as those who you know are pregnant.

Workplace risk assessment

Some substances, processes, and working conditions may affect human fertility as well as pose a risk to a pregnant worker and/or her unborn child. Therefore, you must think about the health of women of childbearing age, not just those who have told you that they are pregnant.

If you employ women of childbearing age you should, as part of your normal risk assessment, consider if any work is likely to present a particular risk to them - whether or not they might be pregnant.

As part of your legal duty to take measures to protect your workers, all employers must undertake a workplace risk assessment for their pregnant employees. For further information see risk assessment for pregnant workers and new mothers - employer guidance from the Health and Safety Executive NI (HSENI).

Notification from a pregnant worker

You should also encourage workers - eg via your maternity policy or staff handbook - to notify you as soon as possible if they become pregnant. This is so you can identify if any further action is needed.

You are entitled to ask a pregnant worker to provide:

• notification of her pregnancy in writing
• a certificate from a registered medical practitioner or a registered midwife showing that she is pregnant

Note that you do not have to:

• begin to take any action in relation to a particular pregnant worker's health and safety until she gives you written notification
• maintain any action in relation to her where she has failed to give you the certificate within a reasonable period of time - although you must have requested in writing to see the certificate

However, even if a pregnant worker has not formally notified you of her pregnancy, it is good practice to do a risk assessment for her if you become aware that she is pregnant.

Once a worker notifies you she is pregnant, you should review the risk assessment for her specific work and identify any changes that are necessary to protect her health and that of her unborn baby. Involve the worker in the process and review the assessment as her pregnancy progresses to see if any further adjustments are needed.

For more information on health and safety risk assessments, see health and safety risk assessment.

Potential hazards for pregnant workers

Things that might be hazardous to female employees - and pregnant workers in particular - include:

• mental and physical fatigue caused by long working hours
• night-time working
• work-related stress
• excessive noise
• extremes of cold and heat
• threat of violence in the workplace
• exposure to harmful substances, eg lead, pesticides, solvents, mercury, carbon monoxide, antimitotic (cytotoxic) drugs
• exposure to radiation
• lifting/carrying heavy loads
• working at heights
• exposure to infectious diseases
• sitting or standing still for long periods of time
• unhealthy workstations or posture
• lone working
• exposure to vibration

If you identify a risk that could cause harm to your worker or their child, you must decide if you can control it. If you cannot control or remove the risk, you must do the following: eg adjust working conditions or working hours to avoid the risk or offer her suitable alternative work.

If this isn't possible, you must suspend the worker on paid leave for as long as necessary to protect their health and safety and that of their child.

Managing the health and safety of pregnant workers and new mothers - HSENI employer guidance.

Rest facilities for pregnant and breastfeeding mothers

You're required by law to provide somewhere for pregnant and breastfeeding mothers to rest.

Pregnant workers and breastfeeding mothers are entitled to more frequent rest breaks. You should talk to them so you can agree on the timing and frequency.

You must provide a suitable area where they can rest, including somewhere to lie down if necessary. You must provide a private, clean, and safe room for nursing mothers to express if they choose to and somewhere to store breast milk, eg a fridge. Toilet facilities are not a suitable or hygienic place for this purpose.

See breastfeeding and the workplace.

Where an expectant or new mother would be exposed to risk if she continued to perform her contractual duties, the employer is obliged to alter her working conditions or working hours if it is reasonable to do so and if it would avoid the risk. If it is not reasonable to make alterations, the employer must offer the employee suitable alternative work, or if that isn't possible, suspend the employee from work for as long as necessary to avoid the risk.

Right to the offer of alternative work

Where an employer has available suitable alternative work for an employee, the employee has a right to be offered to be provided with the alternative work before being suspended from work on maternity grounds. For alternative work to be suitable for an employee for this purpose:

• the work must be of a kind that is both suitable in relation to her and appropriate for her to do in the circumstances, and
• the terms and conditions applicable to her for performing the work, if they differ from the corresponding terms and conditions applicable to her for performing the work she normally performs under her contract of employment, must not be substantially less favourable to her than those corresponding terms and conditions

In summary, an employee who is pregnant, has recently given birth, or who is breastfeeding may have to be suspended from work on maternity grounds if continued attendance might damage her, or the baby's health.

In general, the duty to suspend from work does not arise unless and until the employee has given the employer written notice that she is pregnant, has given birth within the previous six months, or is breastfeeding.

An employee who is suspended is entitled to full pay, which includes any bonuses or commissions they would have been paid. Their suspension should last until the risk to them or their baby has been removed.

If the employee unreasonably refuses suitable alternative work the employer doesn't have to pay them.

An employee is entitled to make a complaint to an industrial tribunal if there is suitable alternative work available which her employer has failed to offer her before suspending her from work on maternity grounds. They can also complain to an industrial tribunal if they don't get the right amount of pay.

All pregnant employees have the right to reasonable paid time off to attend antenatal care appointments. Employers should bear in mind that the right to paid time off is a right to be permitted time off during working hours and it will not be reasonable for the employer to avoid this by rearranging the individual's working schedule or requiring her to make up lost time.

Antenatal care covers not only medical examinations related to the pregnancy but also, for example, relaxation classes and parent-craft classes. There is no service requirement for this right.

However, the right to time off only applies if the appointment is recommended by a registered midwife, health visitor, registered nurse, or registered medical practitioner (eg a doctor).

Therefore, you are entitled to ask for evidence of antenatal appointments - except in the case of the very first appointment.

You can request that the employee show you:

• written documentation from a registered medical practitioner, a midwife, or a health visitor confirming that she is pregnant
• an appointment card or some other document showing that an appointment has been made

Reasonable time off for medical appointments

The law does not set out what 'reasonable' means regarding time off. Employees must request the time off and have a right not to be unreasonably refused time off. Tribunals are likely to find it unreasonable if an employer refuses to allow time off for appointments that are made on the basis of medical advice. Part-time employees should not be pressured to take appointments on their days off.

The amount of time off will depend on the time that the appointment is made and it will not be unreasonable for an employer to expect an employee to attend for the part of the day that they can outside the appointment time. Time off also includes travelling time and waiting time for appointments. Abuse of the time off provisions may normally be handled under the absence management procedures, but should be handled with caution.

See working when pregnant.

Payment during time off

You must pay the employee her normal hourly rate during the period of time off for antenatal care.

Where the employee is paid a fixed annual salary, she should simply be paid as normal. In other cases calculate the rate by dividing the amount of a week's pay by the number of the employee's normal working hours in a week. The normal working hours will usually be set out in her contract of employment.

If her weekly working hours vary, you should average them over the previous 12 complete working weeks. If the employee has yet to complete 12 weeks' service, estimate the average in light of:

• what could be reasonably expected from her contract of employment
• the work pattern of any fellow employees in comparable jobs

Overtime is counted only if it is required and contractually guaranteed.

Labour Relations Agency (LRA) guidance on time off work rights and responsibilities.

Complaints relating to time off for antenatal care

A pregnant employee could bring an unlawful discrimination and/or unfair dismissal claim to a tribunal if you:

• dismiss her or treat her unfairly because she tried to exercise her right to time off for antenatal care
• unreasonably refuse her time off for antenatal care
• deny her normal rate of pay during such time off

A pregnant employee can bring a claim regardless of whether or not:

• she actually has exercised the right to paid time off for antenatal care
• that right has actually been infringed

All she has to have done is act in good faith in seeking to assert the right.

See pregnant workers, dismissal and discrimination.

Time off to accompany to antenatal appointments

Following changes to the Work and Families Act in April 2015, both employees and Agency workers, who have a qualifying relationship with the pregnant woman or her expected child, have the right to unpaid time off to attend up to two antenatal appointments. The employee or agency worker must request the time off and cannot simply rely on these provisions as an after-the-fact justification for the absence from work.

A person in a qualifying relationship would include:

• the husband or civil partner of the pregnant woman
• a person who lives with the pregnant woman in an enduring family relationship (including same-sex couples) but is not a relative of that woman
• the father of the expected child
• a woman who is deemed to be the parent of the expected child under the Human Fertilisation and Embryology Act 2008
• either of the intended parents who are expecting a child from a surrogate mother and who are eligible for and intend to apply for a Parental Order (or have obtained such an Order)

The time off for each appointment is capped at 6.5 hours.

Spouse or civil partner

Although the regulations state that a person is in a qualifying relationship with a pregnant woman if he or she is the husband or civil partner of that woman, it is presumably the case that this category would also extend to the wife of the pregnant woman. Paragraph 7.1 of Part 2 of the Marriage (Same-sex Couples) and Civil Partnership (Opposite-sex Couples) (Northern Ireland) Regulations 2019, provides that any reference in legislation to a person who is married is to be read as including a reference to a person who is married to a person of the same sex.

You must not treat a worker unfairly because she is pregnant. This may result in a claim of sex discrimination. Such unfair treatment includes dismissal.

Pregnancy and dismissal

It is an automatically unfair dismissal if you dismiss - or select for redundancy - an employee solely or mainly:

• for a reason relating to her pregnancy
• because she tried to assert her right to paid time off for antenatal care - see employees' right to paid time off for antenatal care

Only employees can claim unfair dismissal, but all workers can claim unlawful sex discrimination if they are dismissed or treated unreasonably for a reason relating to their pregnancy.

Sex discrimination

It amounts to unlawful sex discrimination if you:

• treat a pregnant worker unfairly for a reason relating to her pregnancy
• dismiss a pregnant worker solely or mainly for a reason relating to her pregnancy
• dismiss - or select for redundancy - a pregnant employee solely or mainly for a reason relating to her pregnancy
• dismiss - or select for redundancy - a pregnant employee solely or mainly because she tried to assert her right to paid time off for antenatal care - see employees' right to paid time off for antenatal care
• refuse to interview or employ a job applicant solely or mainly on the grounds that she is pregnant (or you believe that she may be, or may become, pregnant)

You can never justify this type of discrimination.

As pregnancy-related dismissals are discriminatory, it's likely that a pregnant employee would not only claim unfair dismissal but also unlawful sex discrimination. There is a limit on the amount of compensation a tribunal can award for unfair dismissal but not for unlawful discrimination.

A pregnant worker would only be able to claim unlawful sex discrimination, but there is still no limit on any tribunal compensation they might receive.

Download Equality Commission and Labour Relations Agency employer guidance on pregnancy and maternity at work (PDF, 3.25MB).

There are business benefits for employers who take proactive steps to discuss and promote breastfeeding with employees returning from maternity leave to help facilitate their transition back to work.

Business benefits

• Increased motivation of employees and a better working culture, leading to greater flexibility and better communication.
• Health and wellbeing benefits to your employees.
• Reduction in absenteeism and staff turnover.
• Increased quality, greater levels of innovation and creativity, and improved productivity.
• Overall improved customer service.
• Raised public image of the company and competitive advantage, making it more attractive as an employer of choice.
• Contributes to an inclusive working culture.

Breastfeeding and rest periods

Employers are required by law to provide somewhere for breastfeeding employees to rest. Where necessary, this should include somewhere for them to lie down.

Although there is no legal right for an employee to take time off from their job in order to breastfeed, express milk for storage and later use, or take rest periods you should consider adapting working hours to enable an employee to continue to breastfeed or express milk. A refusal to accommodate a breastfeeding employee may amount to unlawful sex discrimination if it cannot be justified.

Breastfeeding facilities

It is recommended good practice that employers provide a private, healthy, and safe environment for breastfeeding employees to express milk and provide somewhere to appropriately store breast milk eg in a fridge or cool area, perhaps secured in a re-sealable container for hygiene purposes. The private space may be an unoccupied office or an area that can be discreetly screened. Toilet facilities are not a suitable hygienic place for this purpose.

If, after careful consideration, you are unable to provide an appropriate space, you should discuss the issue with the employee to see if there is an alternative facility.

Breastfeeding workplace policy

It is good practice to have a written workplace policy on breastfeeding clearly outlining the employer and employee's responsibilities. This will provide clarity around how requests can be made and will be considered by the employer. This will assist you in making objective, correct, and fair decisions. Implementing such a workplace policy demonstrates your principles and commitment as an employer to supporting employees who are breastfeeding to help create a positive and inclusive workplace where discrimination in any form is unacceptable and will not be tolerated.

Workplace health and safety for breastfeeding employees

There may be a number of risk factors in the workplace that may be harmful to a breastfeeding employee or her child’s health. You should take steps to identify these risks and consider how you can remove them for the safety of your employees.

For further information, see health and safety of pregnant workers.

A woman undergoing fertility treatment, such as in vitro fertilisation (IVF), is treated as being pregnant after fertilised eggs have been implanted. If the implementation fails, the protected period, during which a woman must not be treated unfavourably on the grounds of her pregnancy, ends two weeks later.

It is unlawful sex discrimination for employers to treat a woman less favourably because she is undergoing fertility treatment or intends to become pregnant. A woman will be entitled to paid time off for antenatal care only after the fertilised embryo has been implanted. See having a child through IVF.

Supporting employees going through fertility treatment

For employees undertaking fertility treatment, it can be a long and difficult road both emotionally and physically. There will be obvious practicalities of medical appointments, getting used to new medications, and perhaps undergoing medical procedures. Employer understanding, support, and flexibility can often make a significant difference to someone at a difficult and potentially challenging time of their life. It's not just women who may require support, their partner may also require support and understanding in their difficult journey through fertility treatment.

Due to the personal nature of fertility treatment, employers should recognise and respect that employees have a right to privacy and may choose not to ask for support or wish for the matter to remain confidential. However, developing a compassionate culture with explicit support for employees going through fertility treatment can help overcome the taboo and encourage individuals to access the support they need.

Having a clear policy in place which tells people about the support the employer can offer, might go some way to breaking down the barriers, provided they feel their employer can be trusted to treat them fairly and they won't be penalised in some way. Raising awareness of fertility treatment amongst your workforce and equipping line managers on what to say and how to offer support through appropriate education and training can also help employees open up and feel comfortable asking for help.

Download Equality Commission and Labour Relations Agency employer guidance on pregnancy and maternity at work (PDF, 3.25MB).