Maternity Leave Rights UK:
What Every Working Mum Needs to Know

Finding out you're pregnant can bring a lot of questions about work. When do you need to tell your employer? Can you take time off for appointments? What happens to your job while you're on maternity leave? And what if things change while you're away?

You shouldn't have to spend hours searching through employment policies and government websites to find the answers.

The good news is that UK employment law gives pregnant employees and mums taking maternity leave important rights and protections. Knowing what you're entitled to can help you have more confident conversations with your employer and make decisions that are right for you and your family.

I've brought the main things you need to know together here, in plain English, so you can understand your rights and what to do next.

When do you need to tell your employer you're pregnant?

You don't have to tell your employer as soon as you find out you're pregnant. It's a personal decision, and you may want to wait until you're ready to share the news. However, telling your employer does allow them to carry out a pregnancy-related health and safety assessment and make any changes needed to keep you safe at work.

You must normally tell your employer about your pregnancy at least 15 weeks before your baby is due if you want to take statutory maternity leave. You'll also need to tell them when you want your maternity leave to start. If that's not possible because you didn't know about the pregnancy, tell them as soon as you reasonably can. Once you've told your employer, they should discuss any health and safety concerns with you, explain your maternity leave arrangements and confirm the relevant dates.

You don't need to have everything worked out before you tell them. You can start the conversation, find out what your employer needs from you and work through the details together.

Your rights during pregnancy

You have legal rights while you're pregnant, and your employer has responsibilities to make sure you're treated fairly and can work safely.

Time off for antenatal appointments
If you're an employee entitled to maternity leave, you have the right to reasonable paid time off for antenatal appointments recommended by your doctor, midwife or nurse. This can include more than just medical appointments. It may also cover antenatal classes recommended by your healthcare professional.

For example, if you have a midwife appointment at 10am and need to travel there and back, your employer should allow reasonable paid time off for the appointment and the necessary travel. Your employer can ask to see your appointment card or other evidence, particularly after your first appointment. You shouldn't be expected to make up the time by working extra hours later.

Pregnancy risk assessments and workplace adjustments
Once you've told your employer you're pregnant, they should assess any risks your work could present to you or your baby. This is particularly important if your role involves physical work, long periods of standing, heavy lifting, exposure to chemicals or other potential hazards.

For example, imagine you work in a busy veterinary practice and regularly handle animals, lift equipment and work with chemicals. Your employer should consider the risks associated with those duties and whether any changes are needed to keep you safe.
Depending on the assessment, your employer may need to:

Adjust your working conditions or hours.
Offer suitable alternative work if adjustments aren't enough.
Suspend you on full pay if there is no suitable safe work available.

It's not enough for an employer to simply say that you've always done the job and it hasn't been a problem before. Your circumstances have changed, and the risks need to be considered properly.

Pregnancy-related sickness
Pregnancy can bring symptoms that make working difficult, and pregnancy-related sickness should not be treated in the same way as ordinary sickness for certain employment decisions. Your employer should record pregnancy-related sickness separately from other sickness absence. It should not be used to unfairly disadvantage you, for example when making decisions about attendance or performance.

There is also an important rule about sickness in the final weeks of pregnancy. If you're off work because of a pregnancy-related illness during the four weeks before your baby is due, your maternity leave will normally start automatically. This can happen even if you had planned to work for longer, so it's worth understanding how the rule might affect your planned leave date.

How much maternity leave can you take?

If you're an employee in the UK, you can usually take up to 52 weeks of statutory maternity leave, regardless of how long you've worked for your employer. This is made up of two parts:

Ordinary maternity leave: the first 26 weeks.
Additional maternity leave: the following 26 weeks.

You don't have to take the full 52 weeks, but there are rules about when your leave can start and the minimum period you must take after giving birth. You must take at least two weeks off after the birth, or four weeks if you work in a factory.

Your maternity leave and maternity pay are two separate things. You may be entitled to take maternity leave even if you don't qualify for Statutory Maternity Pay (SMP). That distinction matters because not everyone receives the same level of pay, and some mums may qualify for Maternity Allowance instead.

For a clearer explanation of what you might receive and how to plan for changes in income, read our Maternity Pay & Finances guide.

Your job and employment rights while you're on maternity leave

Taking maternity leave doesn't mean your employment rights disappear. Your employment continues while you're away, and you're protected against unfair treatment because of your pregnancy or maternity leave. You should continue to receive the employment benefits you're entitled to, although there are some differences around pay and pension contributions during unpaid leave.

Do you have the right to return to the same job?

Yes, in most circumstances. If you return during or at the end of the first 26 weeks of maternity leave, you have the right to return to the same job.
If you take more than 26 weeks, you should still be able to return to the same job unless it's not reasonably practicable for your employer to offer it.
If that isn't possible, your employer must offer you a suitable alternative role on terms and conditions that are no less favourable.
For example, imagine you work as a marketing manager and take the full 52 weeks of maternity leave. While you're away, your employer restructures the department and changes how the roles are organised. They can't simply decide that your old job has gone and offer you a less senior role on lower pay. They need to consider whether it's reasonably practicable for you to return to your original job. If it isn't, any suitable alternative role must meet the legal requirements.
Your employer should also keep you informed about significant changes at work that could affect you.

Pay rises, promotions and opportunities

You shouldn't miss out on opportunities simply because you're on maternity leave. If a pay rise would normally have applied to you while you were away, you should receive it. Your employer should also make sure you're given a fair opportunity to apply for promotions and other opportunities.
For example, if your team receives an annual salary review while you're on maternity leave, you shouldn't be excluded simply because you aren't physically at work.
Your employer should make sure you receive relevant information and have the same opportunity to be considered as your colleagues.

Annual leave and bank holidays

You continue to build up your annual leave entitlement throughout your maternity leave, including the period when you're not receiving maternity pay. This includes your normal contractual holiday entitlement and bank holidays where these form part of your entitlement. You can't take annual leave and maternity leave at the same time, but you can arrange to take accrued holiday before or after your maternity leave.
For example, if you take a full year of maternity leave, you could have built up another year's worth of annual leave during that period. Depending on your employer's holiday year and arrangements, you might choose to use some of this before your maternity leave starts or add it to the end. If you can't use your statutory holiday because you're on maternity leave, your employer must allow you to carry it over.
It's worth discussing your holiday balance and plans with HR before you start your leave, particularly if your maternity leave crosses two holiday years.

Pension and other benefits

Your employment benefits generally continue during maternity leave, although the way some benefits operate can depend on whether you're receiving paid or unpaid maternity leave and on the terms of your scheme.
Workplace pension contributions are a good example. During paid maternity leave, your own contributions are normally based on the pay you actually receive, while your employer's contributions are generally based on your normal salary. Different arrangements may apply during unpaid maternity leave.
Check your pension scheme and employer policy so you understand exactly what will happen.

Redundancy protection during pregnancy and maternity leave

This is an area where it's particularly important to understand your rights, because the protection goes further than simply being protected from being made redundant because you're pregnant or on maternity leave. You must not be selected for redundancy because you're pregnant, taking maternity leave or planning to take it.
There is also a specific legal protection that gives eligible employees priority for suitable alternative vacancies in a redundancy situation.

How long does redundancy protection last?

For eligible employees, the protected period starts when you tell your employer you're pregnant and continues until 18 months after your baby's birth, provided your employer has been notified of the actual birth date.
If your employer hasn't been notified of the birth date, the protection normally runs for 18 months from the expected week of childbirth. This means your protection can continue well beyond your return to work.

What does priority for a suitable alternative vacancy actually mean?

If your role is genuinely at risk of redundancy and your employer has a suitable alternative vacancy available, they must offer it to you in priority to other employees who may also be at risk. You shouldn't have to compete or go through a normal recruitment process for a suitable vacancy covered by this protection.

For example, imagine you've returned from maternity leave after eight months and your employer announces a restructure. Your current role is being removed, but there is another available role in the business that is suitable for your skills and experience, with terms and conditions that are not substantially less favourable.

If you fall within the protected period, your employer must give you priority for that suitable alternative vacancy. This doesn't mean your employer can never make you redundant. If there are no suitable alternative vacancies available, redundancy may still be possible, provided the process is fair and the reason is not connected to your pregnancy or maternity leave. It also doesn't mean that every job in the organisation automatically qualifies as suitable. The role, pay, status, hours, location and your individual circumstances all matter.

If you are told your role is at risk, ask your employer to explain what alternative vacancies have been considered and how they've assessed their suitability.

What if you want to return to work differently?

Having a baby can change what you need from your working life. You might want to reduce your hours, work different days, change your start and finish times or work from home more often. Employees have a legal right to request flexible working from their first day of employment. You can make a statutory request for changes to your hours, times or place of work, and your employer must consider it in line with the rules. Remember, your employer doesn't have to agree to every request, but they must handle it properly and can only refuse a statutory request for one or more of the permitted business reasons.

It can help to think about what would make your return manageable before you go on leave. You don't need to have every answer now, but considering your options early can give you more time to prepare.
For example, think about:

Which working pattern would suit your family?
What childcare will you need, and what will it cost?
Would different hours affect your pay or pension?
What would make the first few weeks back at work easier?

You can read more about this in our Returning to Work guide.

What if your employer isn't supporting you properly?

Sometimes the problem isn't a clear breach of your rights. It might be poor communication, a manager who doesn't understand the rules or a lack of support when you need it most. If something is worrying you, you don't have to jump straight into a formal complaint. Where it feels appropriate, you could start by speaking to your manager or HR team and explaining what you're concerned about.
It can help to:

Write down what has happened, including dates and who was involved.
Keep copies of relevant emails, messages and documents.
Explain what you believe is wrong and what you would like to happen next.
Ask for the outcome or next steps to be confirmed in writing.

If you can't resolve the issue informally, you may be able to raise a formal grievance through your employer's procedure.
For independent guidance on your rights, you can contact Acas. If you're concerned about discrimination, dismissal or a possible employment tribunal claim, seek advice promptly because strict time limits can apply.

You don't have to work out the legal position on your own before asking for help.

What should you check with your employer before maternity leave?

Knowing your rights is one thing. Making sure you've covered the practical details is another.
Before your leave starts, it's worth checking:

Your planned maternity leave start date and expected return date.
Whether you qualify for Statutory Maternity Pay or need to explore Maternity Allowance.
Whether your employer offers enhanced maternity pay.
How annual leave and bank holidays will be handled.
What will happen to your pension contributions and other benefits.
Who will cover your role and how the handover will work.
How you'd like to keep in touch during leave.
How you'll be told about important changes, vacancies or opportunities.
What you need to do if you want to change your return date.
Whether you might want to discuss flexible working before you return.

You don't need to have every detail sorted in one afternoon. Work through the list a little at a time, and ask your employer to clarify anything you're unsure about.

Planning your maternity leave with confidence

Understanding your rights is an important part of preparing for maternity leave, but it's only one part of the picture. You'll also be thinking about money, handing over your work, preparing for life with a new baby and eventually finding your feet again when you return. That's a lot to manage alongside pregnancy and everything else going on in your life.

At The Maternity Plan, I bring together practical planning, workplace knowledge and lived experience to help you prepare for the whole journey, not just the day you finish work.

The Maternity Pay & Finances guide is a good place to start if you're working out what you'll receive. And if you'd like help bringing your key dates, finances, workplace questions and maternity planning together, take a look at The Maternity Blueprint.

You deserve to understand your options, feel prepared and have the support you need to make decisions that work for you.

This page provides general information about maternity and employment rights in the UK. It isn't legal advice, and your exact entitlement can depend on your employment status and circumstances. For current guidance, check GOV.UK's maternity pay and leave guidance and Acas's advice on pregnancy and maternity discrimination.

Do you have to keep in touch with work during maternity leave?

You don't have to work during maternity leave, and your employer shouldn't pressure you into doing so. However, you may want to keep in touch with your manager or colleagues, particularly if you want to hear about changes at work or make returning a little easier. You and your employer can agree how often you'll communicate and what works best for you. For example, you might prefer occasional emails rather than regular phone calls. Your employer should also keep you informed about important developments, such as promotion opportunities, training, organisational changes or redundancies that could affect you.

What are Keeping in Touch (KIT) days?
You can work for up to 10 Keeping in Touch (KIT) days during maternity leave without bringing your maternity leave or Statutory Maternity Pay to an end. These days are optional. You and your employer must agree to them, and your employer cannot insist that you work them. KIT days could be used for training, a team meeting, a planning session or a gradual introduction to your role before you return.

Before agreeing to any KIT days, discuss what you'll be doing and how you'll be paid. Your employer should explain how the payment will work alongside any maternity pay you're receiving. You don't have to use all 10 days. They're there if they would help you, not as another obligation to fit into an already busy time.

To learn more about KIT days, read our article Everything you need to know about KIT days.

Supporting working mums through every stage of maternity leave - clear, practical guidance that actually works in real life.

Maternity Leave Rights UK: What Every Working Mum Needs to Know