Telling Your Employer: Your Rights Complete Guide

Deciding when and how to tell your employer you're pregnant is often more about personal comfort than legal requirement — but knowing exactly where the legal deadline sits, and what protections apply once you've told them, can take some of the pressure off that decision.

When You Legally Need to Tell Them

Under UK law, you must formally notify your employer that you're pregnant no later than the end of the 15th week before your expected week of childbirth — in practice, this usually works out to around week 25 of pregnancy.

This notification needs to include that you're pregnant, your expected week of childbirth, and the date you intend to start maternity leave.
Many people choose to tell their employer well before this deadline, often once they're past the 12-week scan, once morning sickness affects their ability to work, or as soon as they need a workplace risk assessment.
There's no legal minimum time before which you can't tell your employer — you can share the news whenever feels right for you, including in the first trimester.
If your job involves risks that could affect pregnancy (heavy lifting, chemical exposure, prolonged standing, shift work), telling your employer earlier allows a risk assessment and any necessary adjustments to happen sooner.

How to Have the Conversation

There's no fixed script, but a few practical steps tend to make the conversation easier.

Request a private meeting with your manager or HR rather than mentioning it informally, so there's a clear record that you've told them.
Keep the initial message simple: state that you're pregnant, share your approximate due date, and say you'd like to discuss a risk assessment and maternity leave planning.
Follow up in writing (even a short email after the meeting) confirming the date you told them, which protects you if timing of notifications is ever disputed later.
Ask what the process is for requesting your Mat B1 certificate from your midwife (available from around 20 weeks), which you'll need to formally claim Statutory Maternity Pay.

Your Rights Once You've Told Them

Once you've notified your employer, several legal protections apply automatically.

Your employer must carry out a written risk assessment of your role and adjust your duties, hours, or working conditions if risks are identified.
You're entitled to paid time off for antenatal appointments, including scans and classes recommended by your midwife or doctor.
It's unlawful for your employer to treat you unfavourably, demote you, or dismiss you because of your pregnancy — this is pregnancy and maternity discrimination and is protected under the Equality Act 2010.
You keep your normal terms and conditions of employment, including pay rises and accrued holiday, while on maternity leave.

Frequently Asked Questions

When do I legally have to tell my employer I'm pregnant?

You must formally notify your employer by the end of the 15th week before your expected week of childbirth, which is typically around week 25 of pregnancy. Many people choose to tell earlier, particularly if they need a workplace risk assessment or if pregnancy symptoms are affecting their work, but there is no legal requirement to do so before this deadline.

What are my rights once I tell my employer I'm pregnant?

Your employer must carry out a risk assessment and make reasonable adjustments if your role poses any risk to you or your baby. You're entitled to paid time off for antenatal appointments, and it's unlawful for your employer to discriminate against you, demote you, or dismiss you because of your pregnancy under the Equality Act 2010.

Do I need a Mat B1 form, and when can I get one?

Yes, you'll need a Mat B1 certificate to claim Statutory Maternity Pay from your employer or Maternity Allowance from the government. Your midwife or GP can issue this from 20 weeks of pregnancy, and you should give it to your employer as soon as possible after receiving it, alongside your formal notice of your intended maternity leave start date.

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

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