Pregnancy experiences vary widely. Some people have few issues, while others deal with sickness, pain, fatigue, or other health problems. Pregnancy can be physically and emotionally demanding, and people don’t always feel able to share what they’re going through – especially if they worry about being seen as a burden or about how it might affect their job or career.
Reasonable adjustments
Often, small changes can make a big difference when you’re unwell during pregnancy. These might include:
- Temporary changes to working hours
- Working from home where possible
- Changes to tasks (e.g. avoiding high-risk environments or heavy lifting)
- Extra equipment or support
“We had standing desks which really helped me to stand rather than sit all the time.” (Sian – Employee, 10-49 staff)
Starting maternity leave early
Sometimes, health issues mean you have to start maternity leave earlier than planned. This can feel stressful, especially if it’s unexpected.
Key things to know:
- If you’re off sick with a pregnancy-related illness in the four weeks before your due date, your maternity leave starts automatically.
- You’ll usually need to provide medical evidence (e.g. a MATB1 or doctor’s note).
- Once maternity leave starts, you move from sick pay to maternity pay.
- If there are health and safety risks, your employer should first try to remove the risk or offer alternative work.
For detailed guidance, see the ACAS website. Here, you can also find information about what happens if your baby arrives early, needs neonatal care, or arrives late.
Did you know? Many pregnant women keep working even when they’re unwell, often because they don’t want to be seen as a burden. Some also work harder than usual to push back against stereotypes that pregnant employees are less productive.
“In the beginning, sort of the first trimester for sure I was sick a lot… I’d just be getting ready for work and then being sick and feeling like you have to get there anyway.” (Ella – Employee, 10-49 staff)
Supportive practices
- Workplace culture and communication make a real difference in how sickness during pregnancy is experienced. Open, empathetic conversations help managers understand what support is needed and when adjustments might be helpful.
“It’s important that as a company we know what it [the condition] is. Not with a view to criticising, being critical of them, but so that you can make reasonable adjustments.” (Mike – Employer, 10-49 staff)
“[My employer] is a big believer in looking after yourself and your wellbeing and then everything else will follow. So, when I’ve had a cold in the past, she’s been really keen for me to slow down and look after myself. So that’s not changed with pregnancy, in fact, it’s probably increased in that she really wants me to look after myself so that the baby is OK. I guess, when you go round full circle, that then means I can also keep doing my job as well as I can rather than being off longer or making mistakes or anything.” (Phoebe – Employee, 10-49 staff)
- In small teams, balancing compassion with workload pressures can be difficult. Our research suggests most employers try to be flexible, but practices vary. Informal flexibility can help, but it can also create uncertainty. Clear agreements about time off, adjustments, and expectations reduce confusion and stress for everyone.
“I found out my other lady is pregnant, and then she got sick as well. Both of them had a really bad time, and lady number four, she actually took her maternity leave at seven months […]. She had that thing where you’ve got that pelvic pain, and nerves trapping, everything. She just had the worst pregnancy. She was just like ‘I can’t wait for this baby to come’. So, yes, I have dealt with all of that and, basically, I had to just grit my teeth and get through it and get help where I could to keep the team going… to keep the workload shifting.” (Emily – Employer, 1-9 staff)
What can you do to help?
You can let your employer know about changes in how you are feeling or what support you need. This can help employers offer adjustments and avoid risks. Employees shouldn’t have to push themselves to the point of burnout or ill health.
