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What is a Pregnancy Risk Assessment?<\/h2>\n\n\n\n
A pregnancy risk assessment is a risk assessment that examines the health and safety conditions of the workplace for a pregnant employee or new mother. The assessment is intended to identify and control any risks and ensure that the necessary measures are put in place to provide a safe working environment. <\/p>\n\n\n\n
Once an employee learns that they are pregnant, they must inform their employer, in writing, no later than the 15th week<\/a> before their baby is due. Employers then have a legal duty to conduct a risk assessment. Conducting a workplace risk assessment for a pregnant employee is crucial to ensure their health and safety at work. It\u2019s important to note that this risk assessment also applies to women who have become mothers within the last six months and women who are breastfeeding.\u00a0<\/p>\n\n\n\n The risk assessment process should involve the pregnant employee\/new mother, management and any recommendations given by a doctor or midwife. Pregnant employees and new mothers must be involved in the process so that they can highlight any individual concerns.<\/strong><\/p>\n\n\n Pregnant employees and new mothers have a number of legal rights that protect their health and safety. Employers have a legal duty to ensure the health and safety of all their employees and this encompasses pregnant employees and new mothers. As such, employers must take all reasonable steps to remove or minimise any risks to a pregnant employee or new mother. If this is not possible an employer should arrange suitable alternative work. If alternative work cannot be found then the employee should be suspended on full pay for as long as necessary. <\/p>\n\n\n\n The key legislations that protects pregnant employees and new mothers are:<\/p>\n\n\n\n Under regulations 16 to 18, employers are required to manage the risks to pregnant employees and new mothers. Employers must also follow advice around night working and if it will affect the health of pregnant employees. In addition, it explains the employer\u2019s legal duties once they are notified that an employee is pregnant, is breastfeeding or has given birth within the last six months.\u00a0 <\/span><\/p>\n <\/div>\n Under section 67, suitable alternative work should be offered to a pregnant employee if available, on the same terms and conditions, before suspension from work is considered. The Act also offers pregnant employees and some new parents special protection in a redundancy situation. The redundancy protected period is the length of time an employee has redundancy protection and it starts when the redundancy notice has been given. In April 2024 the protection period was extended and now starts when an employee tells their employer they are pregnant and ends 18 months from the exact date the baby is born. <\/span><\/p>\n <\/div>\n Under regulation 25, employers are required to provide a suitable place to rest for employees who are pregnant, breastfeeding or new mothers. <\/span><\/p>\n <\/div>\n Under this Act, employers cannot dismiss or discriminate against an employee because they are pregnant, a new mother, on maternity leave or breastfeeding. The Act requires no length of service qualification. The Act also protects people from discrimination during the \u2018protected period.\u2019 The protect period starts when someone becomes pregnant and usually ends when one of the following happens:<\/span><\/p>\n This Act introduced additions and amendments to existing legislation including the Employment Rights Act 1996. It became law in December 2025 and changes included within the Act will take place over a period of two years with most changes happening in 2026 and 2027. The Act strengthens protections against dismissal for pregnant workers and those returning from maternity leave. These protections will come into effect in 2027. <\/span><\/p>\n <\/div>\n <\/div>\n\n\n As well as the specific protections mentioned above, pregnant employees have four main legal rights. These are:<\/p>\n\n\n\n There are many health and safety risks for pregnant employees or new mothers. Whilst some workplace risks can become more dangerous to a pregnant woman or new mother, other risks may arise from an employee becoming pregnant. For example, pregnant women can experience an array of symptoms during pregnancy that can pose risks to their overall health and safety. These include:<\/p>\n\n\n\n These symptoms can become exacerbated in the workplace or increase the potential of harm. <\/p>\n\n\n\n Below you will find a list of some of the common potential risks to a pregnant employee and\/or their unborn child. This list is not exhaustive and employers must consider the specific risks of their individual environment. <\/p>\n\n\n\n Potential risks to a pregnant employee include:<\/p>\n\n\n\n Posture and position<\/strong> – <\/strong>Postural problems can occur at any stage during the pregnancy and some may not become apparent until after giving birth. Employees should make sure that pregnant workers and new mothers are not:<\/p>\n\n\n\n Working conditions <\/strong>– The safety and welfare of the pregnant employee when working at height<\/a> or lone working<\/a> must be considered. In addition, the conditions such as temperature of the workplace, noise and any vibrations caused by machinery should be included.<\/p>\n\n\n\n Working hours<\/strong> – Working hours may have to be adjusted as the pregnant employee may need to leave due to medical appointments. They may also need to start and finish at different times to avoid rush hour traffic. The employee may also require more frequent breaks to rest. <\/p>\n\n\n\n Manual handling<\/strong> – Pregnant employees should not lift or carry heavy loads, this should also be considered when returning to work after giving birth.<\/p>\n\n\n\n Display screen equipment (DSE)<\/strong> \u2013 Pregnant employees should avoid sitting or standing for long periods of time. There are also associated risks when pregnant, such as reduced mobility, increasing in size and aches and pains. <\/p>\n\n\n\n Welfare issues<\/strong> \u2013 Suitable facilities for rest are essential, as well as facilities for expressing and storing breastmilk. <\/p>\n\n\n\n Slips, trips and falls<\/strong> \u2013 Trailing cables or potential trip hazards can cause serious harm to a pregnant employee and their unborn child. <\/p>\n\n\n Personal protective equipment (PPE)<\/strong> \u2013 PPE is often not designed for pregnant women, therefore, alternative PPE or different sizes of PPE should be considered. <\/p>\n\n\n\n Hazardous substances<\/strong> \u2013 Exposure to hazardous substances can cause harm to the mother and their unborn child, so should be minimised as much as possible. This can include pesticides, cleaning chemicals and lead. <\/p>\n\n\n\n Biological agents<\/strong> \u2013 Exposure to bacteria and viruses can cause harm to the mother and their unborn child, so should be minimised as much as possible. This includes exposure to animals and illnesses. Extra PPE could be used to reduce the risk.<\/p>\n\n\n\n The list above is not exhaustive<\/strong> and the risks and accommodations needed to ensure the health and safety of a pregnant employee will vary from business to business. However, regardless of the location, employers must listen to any concerns that a pregnant employee may have about their safety. It\u2019s also important that any illness, injury or discomfort they may experience is taken seriously and treated quickly.<\/p>\n\n\n\n Once an employer has been informed in writing that an employee is pregnant, they must complete an individual risk assessment for them. They should also: <\/p>\n\n\n\n Employers must also take into account any medical recommendations provided by the employee\u2019s doctor or midwife. <\/p>\n\n\n\n Risk assessments for pregnant employees are conducted in exactly the same way as they are for all employees<\/a>. Whilst the risks may change, the process does not and should follow the five steps outlined below:<\/p>\n\n\n\n The HSE<\/a> advises that risk assessments are regularly reviewed and that necessary adjustments are made:<\/p>\n\n\n\n This is because as the pregnancy progresses it may affect an employee\u2019s:<\/p>\n\n\n\n As such, risk assessments for pregnant employees should be regularly reviewed to ensure they reflect the needs of the employee at that given moment. <\/p>\n\n\n\n If a pregnancy risk assessment identifies a significant risk then an employer must decide if they can control it either by removing it or reducing the risk to a safe level. If the risk cannot be controlled then employers must do one of the following:<\/p>\n\n\n\n This template includes the core elements of a risk assessment such as the employee\u2019s information, the different hazards and the control measures that should be implemented. As mentioned, risks may change through the pregnancy and risk assessments should be monitored and regularly reviewed to ensure they reflect any changes.\u00a0<\/p>\n\n\n As when using any template it is important that you make the necessary changes to reflect your workplace and usual day-to-day activities.\u00a0Take a look at our example pregnancy at work risk assessment<\/a>, and download your free blank template to use in your workplace below:<\/p>\n\n\n\n![\"\"](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2023\/03\/AdobeStock_551784073.jpg\")
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\n\n\n\nWorkplace Pregnancy Rights and Laws\u00a0<\/h2>\n\n\n\n
\n The Management of Health and Safety at Work Regulations 1999
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\n <\/h3>\n \n The Employment Rights Act 1996
\n <\/h3>\n \n The Workplace (Health, Safety and Welfare) Regulations 1992
\n <\/h3>\n \n The Equality Act 2010
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\n Employment Rights Act 2025
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\n\n\n\nHealth and Safety Risks for Pregnant Women at Work<\/h2>\n\n\n\n
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\n\n\n\nHow to Do a Risk Assessment for a Pregnant Employee<\/h2>\n\n\n\n
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\n\n\n\nPregnancy at Work Risk Assessment Template<\/h2>\n\n\n\n
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