Discrimination During Pregnancy

Discrimination During Pregnancy
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The law safeguards you from unfair treatment and dismissal due to your pregnancy. This guide outlines your rights during pregnancy and advises on addressing workplace discrimination.

Your Rights During Pregnancy:

  • You are entitled to health and safety measures to protect you and your baby.
  • You are allowed reasonable paid leave for antenatal care.
  • You are shielded from unfair treatment and dismissal related to your pregnancy.

All employees are entitled to 52 weeks of maternity leave, and you may be eligible for maternity pay.

Understanding Pregnancy Discrimination

What Constitutes Pregnancy Discrimination?

Pregnancy discrimination occurs when a woman is treated unfavorably due to her pregnancy or a related illness. This can manifest in various ways, including:

  • Being selected for redundancy due to pregnancy or a pregnancy-related illness.
  • Contract non-renewal during or after a probation period.
  • Dismissal or fixed-term contract non-renewal due to pregnancy.
  • Denial of job offers, training, or promotion opportunities.
  • Reductions in pay or hours.
  • Pressure to resign.
  • Failure to mitigate workplace risks and protect your health and safety during pregnancy.

To prove pregnancy or maternity discrimination, you must demonstrate that the unfavourable treatment was directly related to your pregnancy or maternity leave. This protection extends to all employees, casual workers, agency workers, freelancers, and contractors from the first day of employment.

Protecting Against Pregnancy and Maternity Discrimination in the Workplace

Under the Equality Act 2010, Section 18, a woman is protected against discrimination throughout her pregnancy and any illness arising from it if she is treated unfavorably due to her pregnancy.

From the first day of employment, employees are safeguarded from detrimental treatment or unjust dismissal related to pregnancy or maternity leave, in accordance with the Employment Rights Act 1996 (Section 99) and the Maternity and Parental Leave etc. Regulations 1999 (Regulation 19).

This guide focuses on discrimination during pregnancy, including protection against discrimination for taking or having taken maternity leave.

A 2015 investigation by the Equalities and Human Rights Commission into pregnancy discrimination revealed alarming findings. Annually, 54,000 women are compelled to leave their jobs due to pregnancy discrimination. Additionally, one in five mothers face harassment or negative remarks related to their pregnancy, and 10% are discouraged from attending antenatal appointments.

The investigation identified key issues such as denial of pay raises, refusal of promotions, assignment to lower-paid duties, exclusion from training opportunities, and denial of time off for antenatal care.

In-depth interviews with women uncovered a spectrum of negative workplace behaviors, from subtle shifts in attitude by colleagues and employers to direct actions like unfair redundancy selection, dismissal, missed promotion opportunities, and experiences of sexual and verbal harassment. Many reported forced changes to their roles during pregnancy.

The full report is accessible at: www.equalityhumanrights.com/en/managing-pregnancy-and-maternity-workplace/pregnancy-


Understanding Pregnancy Discrimination Protections

The period of protection against pregnancy discrimination extends throughout pregnancy up until the end of maternity leave (which can last up to 52 weeks, or until an earlier return to work). Typically, it’s necessary to demonstrate that the employer was informed of the pregnancy or had knowledge of it.

For individuals who aren’t employees or aren’t eligible for maternity leave, such as agency workers, the protection concludes two weeks postpartum.

Legal Insights on the Protected Period for Pregnancy/Maternity Discrimination

According to the Equality Act 2010, Section 18:

(6) The protection period for a pregnant woman begins with the pregnancy and concludes—

(a) at the end of the additional maternity leave period, or upon her return to work post-pregnancy if sooner, given she is entitled to ordinary and additional maternity leave;

(b) two weeks after the pregnancy ends, if she lacks entitlement to maternity leave.

Following this protected window, instances of less favorable treatment due to gender may qualify as sex discrimination. This is contingent upon proving that the treatment was based on sex or was more unfavorable than a man would have received under similar circumstances.

Disclosing Pregnancy to Your Employer

The decision to inform your employer and colleagues about your pregnancy is personal. Many choose to wait until the completion of the initial scan and after notifying their close ones. Disclosure during an interview, probation, or to a future employer is not obligatory. Given the prevalence of pregnancy discrimination and the challenge of proving it as the cause for dismissal or unfavorable treatment, timing the disclosure is critical.

Legally, the requirement stands to notify your employer by the 15th week before the expected due date to arrange for maternity leave, though your condition might become apparent sooner.

Early disclosure is advisable if work-related health and safety concerns arise or if antenatal care requires paid leave. Note that protection against pregnancy discrimination effectively begins once the pregnancy is disclosed to the employer. Should you experience early pregnancy-related illness necessitating sick leave, consider disclosing your pregnancy to ensure that any related absence is not misconstrued for redundancy or disciplinary actions.

Proving unjust treatment due to pregnancy necessitates having informed your employer or possessing solid evidence of their awareness or suspicion. After notifying your line manager and/or colleagues, it’s wise to document the disclosure in writing (e.g., via email), ensuring a record of the communication, including the date and recipients. It’s beneficial to include HR and any relevant parties in this correspondence.

Can Pregnancy Discrimination Apply in Cases of Redundancy Following a Miscarriage or During Fertility Treatment?

There might be instances where you feel discriminated against because your employer presumed you were pregnant or intending to become pregnant, for instance, after a miscarriage or while undergoing fertility treatments. While protection against pregnancy discrimination in these situations is limited, you might still be covered under sex discrimination protections. It is advisable to seek further guidance.

The Equality Act 2010, via section 18, safeguards against discrimination based on pregnancy or pregnancy-related illness during a protected period extending two weeks from the conclusion of a pregnancy for women not eligible for maternity leave (refer to earlier questions). Entitlement to maternity leave is granted if your baby is stillborn post the 24th week of pregnancy.

This protection encompasses discrimination, dismissal, redundancy, or unfair treatment due to your pregnancy, miscarriage, or any related sick leave. The determination of whether sick leave is related to pregnancy or miscarriage rests with your GP or healthcare provider. If your sick leave is certified as related to pregnancy or miscarriage, this protection continues for the duration of your leave.

Beyond the protected period, claims for sex discrimination (as opposed to pregnancy discrimination) under the Equality Act 2010, section 13, may be viable if you experience less favourable treatment due to your miscarriage, such as dismissal, redundancy, disciplinary actions, or promotion denial. The key is to gather evidence showing that such unfair treatment or dismissal was linked to your miscarriage or subsequent sick leave, and it’s crucial to get specialized advice promptly.

Unfavourable treatment related to fertility treatment or sickness absence due to fertility treatment generally falls outside pregnancy discrimination protection unless it occurs in the advanced stages of IVF or once the fertilised ova are implanted, at which point you’re considered pregnant. Alternatively, you might argue that such treatment constitutes sex discrimination due to the invasive nature of the treatment and its aim for pregnancy. This area is complex, and specialized guidance is recommended.

Beginning a new job while discovering you’re pregnant can raise questions about employment rights and benefits.

Initially, it’s important to understand that you’re under no obligation to inform your employer about your pregnancy until you feel comfortable doing so. This holds true whether you’re attending job interviews, have just started a new job, or if you’re concerned about potential discrimination.

If you were pregnant before starting your new position, you might not be eligible for Statutory Maternity Pay (SMP) but can apply for Maternity Allowance through JobCentre Plus. Regardless of SMP eligibility, you’re entitled to maternity leave and the right to return to your job afterward.

Should you face any unfavorable treatment due to your pregnancy, such as contract termination, probation extension, or unjust performance critiques, you’re protected under pregnancy discrimination laws. In such instances, consider discussing the matter informally with HR, a union rep, or a senior manager, aiming to resolve the issue amicably while remaining employed.

If your contract is terminated during probation for reasons stated as unrelated to your pregnancy, it’s crucial to scrutinize the situation. Employers seldom acknowledge dismissal due to pregnancy, yet dismissals for legitimate reasons, such as gross misconduct or consistent poor performance, are possible. In cases of serious misconduct, employers are expected to have provided warnings and conducted a disciplinary hearing, giving you a chance to improve.

Upon dismissal during pregnancy, you have the right to request written explanations from your employer. Failure to provide these without a valid reason can lead to a tribunal, potentially rewarding you up to two weeks’ extra pay.

For dismissals claimed to be for reasons other than pregnancy, employers must prove the dismissal was fair and not pregnancy-related if challenged in a tribunal. Considering a tribunal claim necessitates contacting ACAS for Early Conciliation within three months (minus one day) from your dismissal date, aiming for resolution before escalating the matter.

Last week, I informed my employer about my pregnancy and was subsequently told that my position is being made redundant. Is this legal?

If you’re being targeted for redundancy due to your pregnancy or maternity leave, you might have grounds for a claim based on unfair dismissal, automatic unfair dismissal, and/or pregnancy discrimination.

After announcing my pregnancy, my employer reduced my shifts due to a downturn in work, yet no one else has experienced a reduction in their shifts. This will impact my maternity pay adversely.

If your shifts are being reduced specifically because of your pregnancy or in an attempt to circumvent the payment of Statutory Maternity Pay (SMP), you may have a claim for pregnancy discrimination and loss of earnings. While it’s possible that a legitimate reduction in work necessitates decreased shifts for employees, such measures must be applied fairly and without discrimination.

Should your pay decrease during the SMP calculation period, approximately weeks 18 to 26 of your pregnancy, your SMP might be reduced, or you might find yourself ineligible for SMP entirely. In such instances, you may qualify for Maternity Allowance instead.

If you’ve been dismissed, made redundant, or had your contract terminated to avoid Statutory Maternity Pay (SMP) payments, you can reach out to the HMRC Statutory Payments Disputes Team at 0300 322 9422 for a formal assessment. For guidance on resolving work disputes, refer to the relevant section below. HMRC has the authority to mandate your employer to pay the SMP or may even pay it themselves. Should HMRC determine you’re not eligible for SMP, you’re entitled to apply for Maternity Allowance through JobCentre Plus.

It’s advisable to discuss any reduction in shifts with your employer directly. Initiate with an informal conversation to reach an amicable resolution. If the situation persists, consider escalating the matter by writing to your employer, HR department, or a senior manager, requesting a review. Union members should consult their local representative or seek advice from the union’s legal team. Providing your employer with information about your maternity pay rights and other pregnancy-related rights could also be beneficial.

If these steps do not yield a resolution and your employer continues to deny work, you may have grounds to claim for lost wages and pregnancy discrimination at an employment tribunal. For more details on resolving disputes at work, see the section below.

Case Study

Miss W, employed as a maid for about 13 hours weekly at a hotel, was suddenly not rostered for work following her pregnancy announcement and a brief sick leave, despite being scheduled initially for two weeks. The tribunal concluded she faced unfavourable treatment due to her pregnancy, noting that another employee received more hours than usual during this period. This was the case in Walton v The Nottingham Gateway Hotel Ltd.

Concerns About Reduced Workload Due to Pregnancy

Being sidelined at work due to pregnancy, such as having your workload reduced, being removed from certain projects or clients, or having duties changed, constitutes unfavourable treatment. If you’re experiencing reduced workload because of your pregnancy, you may have a case for pregnancy discrimination and detrimental treatment. It’s crucial, however, to first address the issue informally with your employer, as other factors like a genuine decrease in available work might be at play.

If informal discussions don’t lead to a solution, you should formally request a meeting with your employer, HR, or a senior manager. Union members ought to consult their local representative for advice or contact the union’s legal department for legal guidance.

Continue engaging with your employer to find a resolution. However, if an agreement cannot be reached, you have the option to file a complaint through your employer’s grievance procedure. Should you consider legal action through an employment tribunal, you must first attempt Early Conciliation through ACAS, within three months (minus one day) of the incident you’re disputing.

Dealing With Difficult Work Situations During Pregnancy

It’s an unfortunate reality that many women face discrimination at work after announcing their pregnancy. This mistreatment can manifest in various ways, including denial of training or promotion opportunities, derogatory comments, or deliberate job complications. Fear of “rocking the boat” or jeopardizing their position post-maternity leave often deters women from voicing their concerns. However, it’s crucial to remember that there are strict deadlines for filing tribunal claims, limiting the window to address grievances from pregnancy at a later date.

If you suspect the negative treatment you’re receiving is due to your pregnancy, consider discussing the matter informally with your HR department, union representative, or a senior manager. Maintaining open communication with your employer is key to resolving issues amicably. Familiarizing yourself with your rights and sharing this knowledge with your employer can also be beneficial, as many may be unaware of relevant laws.

Antenatal Care and Work

Challenges with Antenatal Appointments at Work

Antenatal care is essential for the health of both you and your baby, though it can sometimes lead to friction with employers and colleagues due to time off work. The necessity and frequency of appointments vary by individual, making it important to notify your employer well in advance and minimize work disruption whenever possible.

The law entitles employees (including agency workers with at least 12 weeks in the same role) to reasonable paid leave for antenatal care, without being forced to schedule appointments outside of working hours. This right extends to part-time workers for appointments during their usual hours. While minimizing work disruption is encouraged, you’re entitled to reasonable time off for unavoidable appointments, including certain recommended antenatal classes. Employers may require proof of pregnancy and appointments after the first visit.

Employer Refusal to Pay for Antenatal Classes

You have a legal right to paid time off for all antenatal appointments, scans, and classes recommended by a registered medical practitioner. If your employer disputes this, try to resolve the issue informally at first through discussion. If needed, escalate the matter through a formal letter, meeting request, or union/legal advice. Providing your employer with information on your rights can also help.

Should issues persist, you may file a claim under section 57 of the Employment Rights Act 1996 (section 57ZC for agency workers) within three months (minus one day) of the appointment. Starting Early Conciliation with ACAS is a prerequisite for tribunal claims. You might also have grounds for a pregnancy discrimination claim if treated unfairly for taking antenatal leave. For unresolved workplace disputes, see How to Resolve Disputes below.

Health and Safety Considerations During Pregnancy

Concerns about Workplace Health and Safety During Pregnancy: How Should You Respond?

If you’re worried about health and safety risks at your job while pregnant and your employer isn’t responding, it’s critical to inform your employer in writing about your pregnancy and request appropriate measures to safeguard your health and safety. For concerns regarding workplace safety, engage with your midwife or doctor. If needed, obtain a letter or fit note detailing the perceived risks and the necessary actions to mitigate them.

According to The Management of Health and Safety at Work Regulations 1999, employers are obliged to evaluate and mitigate risks for pregnant employees and new mothers. This might involve modifying your work conditions or hours, such as providing seating or additional breaks.

Should mitigating risks be unfeasible, employees and agency workers (who have been with the same employer for at least 12 weeks) should be offered suitable alternative work under similar terms. If no such work is available, you should receive full pay while suspended.

Failure of your employer to address health and safety concerns adequately, forcing you into sick leave, could impact your Statutory Maternity Pay (SMP). If ineligible for SMP, consider applying for Maternity Allowance instead.

Informing your employer about your rights during pregnancy might be beneficial. Government resources on this topic are accessible here: www.hse.gov.uk/mothers/faqs.htm. Begin with an informal discussion, aiming for a peaceful resolution. If necessary, escalate the matter by writing to your employer, HR, or a senior manager for further investigation. Union members should consult their local representative or seek legal advice from the union’s legal department.

If workplace risks persist without action from your employer, you may have grounds to claim for lost wages and pregnancy discrimination in an employment tribunal. For guidance on resolving workplace disputes, see the section below.

In the case of Mrs. H, a care assistant in a nursing home who was required to lift residents, she notified her employer of her pregnancy and the need for a risk assessment, supported by a doctor’s note advising against heavy lifting. The employer’s failure to conduct a risk assessment and instead offering her a cleaning position was challenged. The employment tribunal found that cleaning was not suitable alternative work for a care worker. The Employment Appeal Tribunal further noted that not assessing risks and failing to act to protect health and safety during pregnancy constitutes sex discrimination. This judgement, made prior to the Equality Act 2010, highlights the importance of workplace safety during pregnancy and could now be grounds for a pregnancy discrimination claim.

Hardman v Mallon t/a Orchard Nursing Home [2002] IRLR 516.


Pregnancy and Sick Leave

Can my employer dismiss me for taking too much sick leave during pregnancy?

Absolutely not. Dismissing a woman due to pregnancy or related illnesses is considered automatic unfair dismissal and discrimination. Your employer is required to record any sickness absence related to pregnancy separately from other types of sickness absence to ensure you’re not unfairly treated. Absences due to pregnancy should not influence redundancy decisions or disciplinary actions.

If you suspect your sickness is related to your work conditions, consult your midwife or GP. Consider requesting a letter or fit note that outlines health and safety concerns and necessary actions to safeguard your health. Employers are obliged to eliminate any health and safety risks, potentially adjusting your working hours or conditions, or providing suitable alternative work if needed.

What am I entitled to regarding sick pay during pregnancy?

Should your employer typically provide full sick pay, you’re entitled to the same for absences caused by pregnancy. Verify your entitlements through your contract or employee handbook.

For those who don’t receive full sick pay, you may be eligible for Statutory Sick Pay during your pregnancy if you meet certain conditions, detailed at: www.gov.uk/statutory-sick-pay. If there’s any issue with receiving Statutory Sick Pay, contact the HMRC Statutory Payments Disputes Team at 0300 322 9422 for assistance.

Be aware, receiving Statutory Sick Pay during the SMP calculation period (roughly weeks 18 to 26 of pregnancy) could affect your Statutory Maternity Pay, potentially lowering it or disqualifying you. If ineligible for SMP, you may qualify for Maternity Allowance through JobCentre Plus.


Resolving Workplace Disputes

Feeling Unfairly Treated During Pregnancy? Here’s What You Can Do:

If you’re unhappy with how you’ve been treated during your pregnancy, it’s crucial to seek an amicable resolution by initially discussing the matter informally with your employer. Consider requesting a meeting to address any workplace issues. Approach the conversation with a positive and constructive attitude, aiming for solutions rather than dwelling on past problems. Informing your employer about your pregnancy and maternity leave rights can be beneficial. For example, highlight that they can reclaim your Statutory Maternity Pay in full, and even request advance payments if they face financial constraints.

Putting your concerns down in writing (email is fine) and consulting with your union, HR department, or another senior manager can also be worthwhile steps.

If informal attempts don’t resolve the issue, you might resort to your employer’s formal grievance procedure, though this should be considered a last resort. Keep communication lines open with your employer, as resolving disputes can become more challenging after filing a formal complaint, especially if you wish to remain employed.

Be aware of the strict deadlines for submitting claims to an employment tribunal. Should you consider this route, you must first engage with ACAS Early Conciliation by calling 0300 123 11 00. The window for initiating a tribunal claim is narrowly defined as three months minus one day from the incident you’re disputing.

Eligibility for filing claims varies; for instance, claiming ordinary unfair dismissal requires two years of employment, whereas claims related to pregnancy discrimination or automatic unfair dismissal due to pregnancy and maternity matters are valid from the start of employment. If terminated while pregnant or on maternity leave, you’re entitled to a written explanation and may still qualify for maternity pay.

For discrimination issues related to pregnancy, prompt legal consultation is advised due to the stringent timelines for tribunal claims. Delaying until post-maternity leave might forfeit your right to claim, unless you can prove ongoing discrimination or justify an extension of the claim period as ‘just and equitable’.

Should a tribunal seem too daunting, consider proposing mediation to your employer as an alternative dispute resolution method. If you feel unjustly treated to the extent of being unable to continue working, negotiating an exit settlement could be a feasible solution to terminate your employment amicably.

Resolving Maternity Pay Issues

If you’re encountering issues with your maternity pay, the first step is to approach your employer. Addressing the issue directly with them, particularly the payroll department, could resolve disputes regarding your Statutory Maternity Pay (SMP) efficiently. It’s beneficial to remind your employer that they can reclaim SMP from HMRC and even request advance payments if they’re experiencing financial difficulties in making the payment. More information on reclaiming SMP is available at: [https://www.gov.uk/recover-statutory-payments](https://www.gov.uk/recover-statutory-payments). Additionally, employers can seek advice from the HMRC Employers Helpline at 0300 200 3200.

Should your employer refuse to pay SMP, make incorrect payments, or if they have gone into liquidation, you have the option to claim your SMP directly from the HMRC Statutory Payments Disputes Team by calling 0300 322 9422. Informing your employer about your intention to contact HMRC may expedite the resolution.

In cases where you suspect your dismissal, redundancy, or contract termination was strategically planned to avoid SMP payment, HMRC allows you to claim SMP directly. You must contact the HMRC Statutory Payments Disputes Team at 0300 322 9422 for a formal decision within six months from when your SMP was first due. Eligibility requires a minimum of 8 weeks of employment and evidence that your contract was terminated primarily to avoid SMP obligations. This evidence might include the timing of your dismissal or redundancy, particularly if it occurs soon after announcing your pregnancy or close to the 15th week before your baby’s due date.

If HMRC concludes that your contract termination was to evade SMP payment, your SMP will be calculated based on your average earnings in the 8 weeks preceding your final paycheck. Additionally, you might have grounds for claims related to unfair dismissal, automatic unfair dismissal, or pregnancy discrimination.

However, if HMRC rules that your employment wasn’t terminated to circumvent SMP payment, you have the right to appeal their decision to a First-tier (Tax) Tribunal or you might be eligible to claim Maternity Allowance. Keep in mind that a claim for Maternity Allowance can only be backdated for three months.


Benefits for Expectant Parents

What benefits are available if I’m expecting a baby?

Pregnant women and new mothers have the right to free prescriptions and NHS dental care. To access these services, your midwife, GP, Practice Nurse, or Health Visitor needs to apply for your Maternity Exemption Certificate.

After your baby’s arrival, you’re eligible to claim Child Benefit. However, families receiving child benefit may be subject to a high earner child benefit charge if one or both parents earn over £50,000 annually.

Tax Credits

If you’re already receiving Child Tax Credit and/or Working Tax Credit, you might qualify for an additional amount for a new baby, especially if your income decreases or you switch to sick pay or maternity pay. The first £100 per week of Statutory Maternity Pay (SMP) and the entirety of Maternity Allowance are not considered as income for tax credits, potentially increasing the support you’re eligible for during your maternity leave. It’s crucial to seek advice before applying for Universal Credit, as it will replace your current tax credits and could result in lower overall benefits. For updates or more details, contact the Tax Credit Helpline at 0345 300 3900 or visit: www.gov.uk/child-tax-credit/already-claiming.

Universal Credit

Universal Credit may be an option if you’re not already receiving Working/Child Tax Credit, particularly if you lose your job, are on low income or Statutory Sick Pay (SSP), or are on maternity leave. While Statutory Sick Pay and Statutory Maternity Pay are mostly disregarded in Universal Credit calculations, Maternity Allowance is considered ‘unearned income’ and deducted from your Universal Credit.

For further information on Universal Credit, visit www.gov.uk/universal-credit. Use the online calculator at www.betteroffcalculator.co.uk for personalized advice. The Citizens Advice Help to Claim service offers free assistance with Universal Credit applications in England (0800 144 8444), Wales (0800 024 1220), and Scotland (0800 023 2581).

Food Vouchers and Maternity Grants

Eligible families on Universal Credit, Child Tax Credit, Income Support, or income-based Jobseekers Allowance may qualify for Healthy Start vouchers and a Sure Start Maternity Grant of £500 for their first child or first multiple birth, with no other children under 16 in the household. Apply with form SF100 (Sure Start) at your local Jobcentre Plus between 11 weeks pre-birth and 6 months post-birth.

Residents of Scotland might be eligible for Best Start Grants and Best Start Foods. Learn more at https://www.mygov.scot/best-start-grant-best-start-foods/.

Assistance with Housing and Council Tax

You may qualify for financial support from your local council through discretionary housing payments, a council tax reduction, or local welfare assistance programs.

This document was created in February 2024. It’s crucial to seek the most current advice, as laws and guidelines frequently change.

Please note, this guide is intended for informational purposes only and should not be considered legal advice. We strongly recommend seeking personalized legal counsel tailored to the specifics of your situation.

Helpful Resources:

Maternity Rights Advice:

  • Nationwide (excluding London): 0808 802 0029
  • London: 0808 802 0057

Visit Maternity Action for details.

ACAS:

For employment rights and Early Conciliation before tribunal claims, connect at ACAS or call 0300 123 11 00 for a telephone interpreting service.

Citizens Advice:

Access rights information at Citizens Advice or dial 03444 111 444 for national assistance. For Universal Credit support:

  • England: 0800 144 8444
  • Wales: 0800 024 1220
  • Scotland: 0800 023 2581

Local bureau details: Find Citizens Advice.

Civil Legal Advice:

Eligible for legal aid? Receive free advice at 0345 345 4 345 or check eligibility at Gov.uk. Find legal advisors: Legal Advice Finder.

Equality Advisory Support Service:

For discrimination and human rights assistance, visit Equality Advisory Service or call 0808 800 0082. Textphone: 0808 800 0084.

Equalities and Human Rights Commission (EHRC):

For discrimination law and workplace rights during pregnancy and maternity, explore EHRC.

GOV.UK:

The government’s comprehensive online service www.gov.uk.

Jobcentre Plus:

  • New benefit claims/Maternity Allowance/Sure Start Maternity Grant: 0800 055 6688
  • ESA/JSA/Income Support: 0800 169 0310
  • Universal Credit: 0800 328 5644

More at Gov.uk Universal Credit.

HM Revenue & Customs (HMRC):

  • Tax Credit: 0345 300 3900
  • Child Benefit: 0300 200 3100

Employee/employer helplines for statutory pay queries: 0300 200 3500 / 0300 200 3200.

Dispute resolution: HMRC Dispute Guidance, call 0300 322 9422.

Insolvency Service Helpline:

Currently online only. Rights if an employer goes insolvent: Gov.uk Insolvency Service.

Law Centres Network:

Find local law centers at 020 3637 1330 or www.lawcentres.org.uk.

Turn2us:

For an online benefits calculator and grant search, visit www.turn2us.org.uk.

Conclusion:

It’s important to be aware of the various forms of financial assistance available during maternity leave, as well as any potential changes that may impact your eligibility. Seeking advice from reliable sources can help ensure you receive the support you need while taking time off to care for yourself and your growing family. Remember to regularly check for updates and consult with a legal advisor for personalized guidance related to your specific situation. You’ve got this! #maternityleave #financialassistance #parenting #familycare [Last updated: April 2021]

Please note, this guide is intended for informational purposes only and should not be considered legal advice. We strongly recommend seeking personalized legal counsel tailored to the specifics of your situation.

I hope that our article about discrimation during pregnancy was helpful for you. Share it with your friends and family in social media.

Source: https://maternityaction.org.uk/advice/pregnancy-discrimination/

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