Pregnancy, maternity leave and promotion

Many businesses still mistakenly believe that an employee’s career progression can simply be “paused” during pregnancy or maternity leave. In reality, this can create significant legal and employee relations risk for businesses.

In the UK, employees remain protected throughout pregnancy and maternity leave and should still be fairly considered for promotions, progression opportunities and pay increases.

A common issue arises where a promotion has been discussed or informally agreed, only for the business position to later change once maternity leave becomes a factor. Often employers will reference:

recruitment freezes
operational changes
“timing” concerns
worries around availability or flexibility

Whilst businesses can still make genuine business decisions, the risk arises where pregnancy or maternity appears to influence the outcome, even unintentionally.

In many Tribunal claims, it is not one major decision which causes difficulty, but inconsistent communication, informal comments, or a lack of clear rationale.

This is a reminder that pregnancy and maternity protections are not simply HR “best practice” issues. They are significant legal risks which can lead to costly claims, reputational damage and strained employee relationships if managers are not handling conversations appropriately.

Clear communication, consistency and avoiding assumptions remain critical. Employees should not be disadvantaged simply because they are pregnant or on maternity leave, and managers should be careful not to allow operational frustrations or perceived inconvenience to influence progression decisions.

If you have any concerns about this subject contact us at enquiries@121hrsolutions.co.uk and we can discuss.

Pregnancy, maternity leave and promotion

121 HR Solutions Ltd