New & Expectant Mothers FAQs & Resources

As a leading provider of HR Compliance eLearning, our experts are often asked about New & Expectant Mothers in the Workplace. We've collected all of those questions and answered them for you below...

New & Expectant Mothers FAQs

FAQs from Employees

Do I have to tell my employer that I am pregnant?

While you do not have to inform your employer that you are pregnant, have given birth in the last six months or are breastfeeding, it is important (for you and your child’s health and safety) to notify them in writing as early as possible. Until your employer receives written notification from you, they are not required to take any further action, such as altering working conditions or hours of work. Your employer can also ask you to provide a certificate from your GP or registered midwife showing that you are pregnant.

What facilities am I entitled to if I am pregnant or breastfeeding?

Your employer is legally required to provide somewhere for pregnant and breastfeeding employees to rest. This should include somewhere for you to lie down. It is not suitable for new mothers to use toilets for expressing milk. You may provide a private, healthy and safe environment for employees to express and store milk, although there is no legal requirement for you to do so.

I think my employer is putting me/my pregnancy at risk, what should I do?

If you think that your employer is putting your safety at risk, you should raise these concerns with your employer or that person.  If you feel more comfortable you could also approach your workplace safety representative, union representative (if you belong to one) or occupational health service (if your employer provides one) for further advice.

FAQs from Employers

Am I allowed to ask a woman at a job interview whether she is or intends to become pregnant?

You should not ask any questions regarding personal information if it is not relevant to the job. Questions relating to pregnancy, children, and parental responsibility are likely to be discriminatory and could be used as evidence that you intend to discriminate. Questions that you ask in an interview, and which are relevant to the job, should be asked to both men and women equally.

Do I need to give my employee extra breaks if they are pregnant or breastfeeding?

Yes. If an employee asks for extra rest breaks you should agree on the required frequency and length of breaks they require.

What is different about a risk assessment for pregnant workers?

There is actually no legal requirement to conduct a specific, separate risk assessment for new and expectant mothers. However, if you choose to do so, this may help you decide if any additional action needs to be taken.

FAQs regarding our New & Expectant Mothers course

How long does the course take?

This course can be completed in 50 minutes. 

What approvals does this course have?

Our mental health awareness course is CPD Accredited

What devices is this course available from?

Our courses can be completed on a range of devices, they’re compatible with Desktops, laptops, mobile phones, iPads and other tablets

How long is my certificate valid for?

It is up to the training administrator of the employee as to when training needs to be refreshed. However, to stay up-to-date with legislation, we recommend that training should be renewed every year.

Documents and resources

  • Legal Rights For New and Expectant Mothers

    This quick reference guide provides a quick recap of the basic rights of new and expectant mothers, including: paid time off, maternity and paternity leave, maternity pay and adoption leave. It also includes rights when deciding NOT to return to work, postnatal illness and RETURNING TO WORK.