Get prediction

Pregnant on a Zero-Hours Contract: Complete Guide

Being pregnant while on a zero-hours contract can feel precarious, especially if you're worried about hours drying up or not knowing what you're entitled to. The reassuring news is that UK pregnancy rights apply to zero-hours workers too — you just need to know where to look and how to claim them.

Your Rights Still Apply

Zero-hours workers have the same core pregnancy protections as employees with fixed contracts, including the right to paid time off for antenatal appointments, a workplace risk assessment if your job could pose a risk to you or your baby, and protection from discrimination or unfavourable treatment because of pregnancy. Your employer cannot lawfully reduce the hours they offer you, treat you differently in shift allocation, or end your engagement because you're pregnant — doing so may amount to pregnancy or maternity discrimination, which is unlawful regardless of contract type.

Maternity Pay Options

  • Statutory Maternity Pay (SMP) requires you to have worked continuously for the same employer for 26 weeks by the qualifying week and to earn above the lower earnings limit — this is achievable on a zero-hours contract if your hours and earnings meet the threshold, so check your payslips against the current limits.
  • If you don't qualify for SMP, you may be eligible for Maternity Allowance instead, which is paid by the government rather than your employer and has more flexible eligibility rules around recent work and earnings history.
  • Keep records of your hours and pay throughout pregnancy, as you may need to demonstrate your earnings pattern when applying for either payment.
  • If you have more than one zero-hours job, earnings from different employers may be combined for Maternity Allowance purposes, so it's worth checking rather than assuming you don't qualify.

Navigating The Practical Challenges

The nature of zero-hours work — no guaranteed hours, and the possibility of being offered fewer shifts — can make pregnancy particularly stressful, and it can be hard to prove discrimination when a simple reduction in hours is the mechanism. If you notice hours dropping off after you've told your employer you're pregnant, keep a written record of shifts offered before and after, along with any communications about scheduling. This kind of record is valuable if you need to raise a grievance or seek advice later.

Where To Get Support

If you believe you're being treated unfairly because of your pregnancy, ACAS offers free, confidential advice on your rights and how to raise concerns with your employer. Citizens Advice can also help you work through SMP and Maternity Allowance eligibility, and trade unions, if you're a member, can support you directly with any workplace dispute. Don't wait until things feel unmanageable — early advice often makes it easier to resolve issues before they escalate.

Frequently Asked Questions

Do I have pregnancy rights on a zero-hours contract?

Yes. You have the same core pregnancy rights as other employees, including paid time off for antenatal appointments, a workplace risk assessment, and protection from discrimination. Your employer cannot lawfully reduce your hours or treat you unfavourably because you are pregnant.

Can I get maternity pay on a zero-hours contract?

You may qualify for Statutory Maternity Pay if you've worked for the same employer for 26 continuous weeks and meet the earnings threshold. If you don't qualify for SMP, you may still be eligible for Maternity Allowance, which has different eligibility rules and is paid directly by the government.

What should I do if my hours are cut after telling my employer I'm pregnant?

Keep a written record of the shifts or hours you were offered before and after disclosing your pregnancy, along with any relevant messages or rota information. Contact ACAS for free advice on whether this could amount to discrimination and how to raise it with your employer or take things further if needed.

This article is for informational purposes only and does not constitute medical advice.

Related articles: