In an ever-evolving business landscape, the welfare of employees continues to be at the forefront of responsible leadership.
Pregnancy & Maternity Bias: The Business Owner’s New Reality Check
If you’re a business owner, the recent survey by Pregnant Then Screwed hitting the headlines is more than just a headline—it’s a wake‑up call. With over 24,000 parents giving us the scoop, the numbers are no joke.
Key Findings (Stay Awake)
- 52% of moms experienced some sort of discrimination during pregnancy, maternity leave, or when they came back to work.
- 20% left their job because of a negative or discriminatory encounter.
- One in 1.6 pregnant women received rude comments about how they look.
- About 1 in 10 women faced bullying or harassment while pregnant or returning to the grind.
- 7% lost their jobs for a handful of reasons—yes, that includes discrimination.
Why This Matters to You
These numbers aren’t just statistics; they’re a litmus test for how your workplace stacks up on fairness, support, and legal compliance.
Discrimination isn’t just about a bad day—it’s a pattern that can lead to lawsuits, damage your brand, and cost you more than you can afford.
Legal Obligations (Jump Start Your Compliance)
- Federal laws like the Family and Medical Leave Act (FMLA) provide paid leave—ignoring it can land you in hot water.
- Title VII mandates employers can’t fire or discriminate based on pregnancy.
- State laws often have stricter rules—be sure you’re on the page.
Potential Risks (Keep it on Your Radar)
- Litigation costs and settlements.
- Negative brand perception—if people hear you’re poorly handling maternity issues, the reputational fallout can be huge.
- Employee turnover—lost talent can drain your growth engine quickly.
Action Plan (Because You’re Not a Passive Observer)
- Review & update your employment policies to explicitly forbid pregnancy discrimination.
- Conduct training sessions that outline respectful behavior, focusing on body positivity.
- Set up a clear reporting mechanism so employees feel safe speaking up.
- Audit your pay scale & promotion practices—look for hidden biases that could impact maternity leave returns.
- Celebrate maternity milestones—employee birthdays, new babies, etc., with a card that says, “We’re also here when your life changes.”
Wrap‑up (Yep, You Can Do This)
This isn’t a one‑off fix—it’s a continuous loop. Keep monitoring, keep refining, and keep treating your team with the respect they deserve. That’s the ironclad way to protect your business, your booming numbers, and the future of everyone who works with you.
The Business Risk
Why Ignoring Pregnancy Protections Could Pay the Price
In the UK, pregnancy and maternity rights are iron‑clad. Ignoring them doesn’t just risk a legal slap‑on‑the wrist—it can slam your bottom line, stain your brand’s reputation, and drive top talent away.
The Triple Threat
- Financial Fallout – Employment Tribunal claims can rake in hefty damages and legal fees.
- Reputational Ruin – A bad case can become the headline your public‑relations team hates.
- Talent Drain – Skilled employees leave when they sense an unsafe or indifferent workplace.
Think of It Like This
Missing or misreading legislation isn’t just a compliance hiccup—it’s like asking a chef to skip the salt when you’re serving soup. The outcome? A bitter experience that leaves everyone craving something better.
Quick Fixes
Set up a simple compliance audit, train managers on legal basics, and promise to keep your workforce safe. The cost of not doing so? Potentially larger than the coffee budget of a whole department.
What You Need to Know – Key Rights and Protections
What Every Pregnant or Expecting Mom Needs to Know About Your Workplace Rights
Bottom line: You’re protected by a stack of laws that keep you safe, respected, and paid while you’re pregnant, breastfeeding, or raising a new kid. Here’s the quick rundown, with a dash of humor for good measure.
1⃣ The Classic Rights You Already Have
- Time Off – Up to 52 weeks of paid maternity leave, no matter how long you’ve been with your boss.
- Return to Your Spot – When you’re ready, you’re guaranteed to come back to the same job or one that’s just as good.
- Pay or Allowance – Depending on your salary and how long you’ve been there, you get either the statutory maternity pay or a maternity allowance.
- Health & Safety for Moms – We’re talking extensive protection for pregnant or breastfeeding employees. No compromise on your health.
- Redundancy & Maternity – If your company is looking to cut jobs, you get priority for alternative roles over anyone else who might be at risk.
2⃣ Legally You’re Big, Baby Blockbuster
- Equality Act 2010 – Says absolutely no discrimination, harassment, or victimisation on the grounds of pregnancy. That includes reserving the right to ask about children or childcare plans. Bad news for the employer, good news for you.
- Unlimited Compensation – No minimum service required. Forget about the “two-year rule” that kills ordinary unfair dismissal claims. Pregnancy-related dismissal is automatically unfair.
- Feeling Injury Award – There’s a separate award for the “injury to feelings” because it’s not all about the wallet.
3⃣ The Employment Rights Act 1996 – The Mama‑Friendly Piece of Paper
It’s got the same “no detriment” duty as the Equality Act but adds: If you’re dismissed for pregnancy or childbirth, that’s automatically unfair. No length of service needed—talk about the difference we’re making.
Upcoming “New Money” You’ll Want to Keep Your Eyes on
Keep your ears open for fresh legislation coming soon!
- Employment Relations (Flexible Working) Act 2023 – Set to roll out in summer 2024. Instead of one flexible‑working request per year, you’ll get two. Employers must talk with you before they say “no” and have two months to decide, not three.
- Workplace Flexibility – Day One Right – Although not codified in the draft yet, it’s planned that you’ll have a flexible‑working right from day one, once you’ve hit a 26‑week milestone (currently what it’s set to be).
- Protection from Redundancy (Pregnancy and Family Leave) Act 2023 – This one is eye‑catching: after a year of maternity leave, you’ll get an extra six months of redundancy protection.
Reminder! Employers have to stay on top of these updates so you don’t get caught off‑guard. If you notice any unfair moves or feel your rights have been brushed aside, remember: you’ve got the law on your side.
Enjoy your golden playground of protections, and remind your boss they’re not sneakily demeaning or firing you just because you’re expecting. You’ve got the power, the paperwork, and the people behind your head. Happy (and safe) pregnancies!
Transforming Challenges into Opportunities
Forward‑Thinking Leaders: Turning Disquiet into Advantage
These new findings may give you the jitters, but they’re also a golden ticket for smart bosses. Companies that hug pregnant employees, confidence‑boost teams on ponchos of support, and roll out the red carpet for those back from maternity leave aren’t just the kindly sidekick of the corporate world—they’re the real deal.
Why it Matters
- Retention Power: A supportive vibe keeps top talent from hopping ship.
- Skills Crunch: With talent scarcities on the rise, nurturing your current crew is cheaper than hunting for new hires.
- Job Market Advantage: In a competitive scene, a company known for caring will rank higher on the talent radar.
Beyond Being Nice: The Strategic Edge
Taking the initiative is not just about being moral. It tells the world that your organization puts people first—and that’s a super sharp recruiting nudge.
It’s like saying: “We care, we’re serious, and we’re ready to be the best home for skillful folks.”
So, ditch the stodgy HR manuals and roll out genuine support plans. You’ll win the hearts of your employees and outshine competitors.
In short, you get a happier, more loyal team and a top‑notch brand reputation.