Once your employer knows that you are pregnant, you are protected from pregnancy discrimination at work, in addition to protection from sex discrimination, under the Equality Act 2010.
You may have a claim for sex discrimination if you are treated less favourably for associating with a pregnant woman, for example, if your partner is pregnant.
You are also protected from maternity discrimination if you are taking, seeking to take or have taken statutory maternity leave.
You are protected whether you are permanent, fixed-term, full-time, part-time, supply or agency.
Your colleagues, managers and governors are prohibited from discriminating against you.
If you are an agency worker on a day-to-day or longer term contract, your agency and the hirers for whom you are working are prohibited from discriminating against you.
Your pay and progression should not be impeded just because you are on pregnant or on maternity leave.
If you think your workplace is discriminating against you, please contact us immediately.
For a general overview of your rights while you are pregnant, see these documents:
The exact nature of maternity entitlements above statutory maternity pay (salary, leave etc) may vary depending on the nature of your contract and the terms of your employment.
Please read the information below for more details.
As well as statutory maternity rights, most teachers are also covered by the maternity rights scheme for teachers, set out in the Burgundy Book national agreement on conditions of service.
Please note that Tower Hamlets and the City NEU district has negotiated an improved maternity pay package for teachers employed by Tower Hamlets which is one of the best in London:
If you have worked in local government (includes teaching) for more than 1 year (including 26 weeks in Tower Hamlets) you benefit from the full scheme:
Your entitlements to maternity leave and pay depend largely on:
Members employed under the National Joint Council for Local Government Services National Agreement on Pay and Conditions of Service (known as the ‘Green Book’) who have completed 1 year’s continuous local government service at the 11th week before the expected week of childbirth, are entitled to:
Members not employed under the Green Book (whether they are in the state maintained or independent sectors) should check their contracts of employment to see if they are entitled to receive any occupational maternity pay.
If not, providing they meet the qualifying criteria, members will be entitled to statutory maternity pay only.
The NEU has outlined are minimum standards for keeping everyone safe and ensuring reasonable working conditions which are linked to below. If you and members are concerned about what is happening in your workplace, use our escalation guidance.
Pregnancy can be a trigger for domestic abuse, and existing abuse may get worse during pregnancy or after giving birth. It is estimated that four to nine in every 100 pregnant women are abused during their pregnancy or soon after the birth. Nearly 60 per cent of survivors using domestic abuse services are also mothers.
Economic insecurity can increase a victim/survivor’s vulnerability to domestic abuse. This is because economic insecurity and poverty reduces a victim/survivor’s ability to leave their relationship, particularly if they are financially dependent on their abuser.
Research by the TUC shows that Black workers are more likely than white workers to be in insecure work, such as zero hours or casual contracts. Migrant educators can also be particularly vulnerable to exploitative terms and conditions as well as facing additional barriers to getting support from public services. We provide further advice and support for migrant educators here
The NEU has produced a workplace toolkit to help union groups win policies in their workplaces to support employees who are victims of domestic abuse.
For further advice and support on domestic abuse, call the freephone 24 Hour National Domestic Abuse Helpline, run in partnership between Women’s Aid and Refuge.
For more specialist or regional support, please see the NEU workplace toolkit.