During pregnancy | Pay, Promotion, Reviews, Breaks and Benefits

Yes. All employers can claim back 92% of statutory maternity pay and small employers can claim back 103%. The extra 3% is to cover the administrative costs of paying statutory maternity pay.  

No. If your employer dismisses you to avoid paying statutory maternity pay, this would be maternity discrimination, or pregnancy discrimination if you are dismissed whilst pregnant. Any bad treatment of you because you are pregnant, on maternity leave, or claiming statutory maternity pay would be unlawful discrimination

If you are dismissed after the qualifying week for statutory maternity pay (the 15th week before your expected week of childbirth, you are entitled to statutory maternity pay. Your employer should pay it for the full 39 week period.

Your training should not be cancelled because you are pregnant or about to go on maternity leave. This would be pregnancy discrimination. You may want to agree to postpone the course, for example, if the training will be out of date by the time you return from maternity leave, or you might want to use ‘keeping in touch’ days to attend training. Discuss the options with your employer.

You should decide if you will be disadvantaged because of missing a performance review, for example, if a pay rise or promotion is dependent on your performance review. If it might disadvantage you, you could ask for your review to take place before the start of your maternity leave.

You should tell your employer how your pregnancy has affected your ability to do your work. Your employer should not take into account poor performance where it is related to your pregnancy or a pregnancy related illness. If they do this may be pregnancy discrimination.

No. You must be treated in the same way you would have been if you weren't pregnant and the pay rise should be reflected in your earnings related statutory maternity pay (which is 90% of your pay for the first six weeks of you maternity leave) and your contractual maternity pay. Failure to do so could be pregnancy discrimination.

The general rule is that you must be paid the same bonus as you would have been if you weren't pregnant for the period before you go on maternity leave. Failure to do so could be pregnancy discrimination. 

Last updated: 12 May 2016