Pregnancy-related sickness absence

Record it separately from ordinary sickness

Pregnancy-related sickness follows the usual reporting route, fit-note rules and contractual or statutory sick-pay arrangements. The important difference is how the absence is used. Record it separately and do not count it towards an ordinary attendance trigger or use it to justify unfavourable treatment.

Ask for the information needed to understand the absence and any workplace support. Do not turn an absence conversation into a request for unrelated medical detail. The Acas pregnancy-sickness guidance explains the recording and discrimination boundary.

A pregnancy-related absence is not poor attendance to be managed in the ordinary way. Keep it visible enough to handle correctly, but restrict the health detail.

Know when maternity leave starts automatically

If pregnancy-related sickness starts during the four weeks before the expected week of childbirth, maternity leave and pay normally begin automatically on the day after the first day off sick. Tell payroll promptly and confirm the revised dates with the employee.

Earlier pregnancy-related sickness remains sickness absence until another rule or agreed start date applies. An early birth starts maternity leave separately. Use the current GOV.UK pregnancy-rights guidance when dates overlap.

Fix work risks instead of relabelling them

Sickness absence and maternity suspension are not the same. If work creates a health-and-safety risk, review the individual pregnancy risk assessment, adjust the work and consider suitable alternative duties before any paid suspension. Do not ask someone to report sick merely because a safe arrangement has not been found.

Keep the absence dates, pregnancy-related flag, evidence, pay treatment, expected week and any automatic maternity start together. In Northern Ireland, follow the separate local equality guidance while keeping the same practical distinction between sickness, safety action and maternity leave.