Version: 1
Last updated: December 2025

Download this RLSS UK Guidance Statement

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Introduction 

Employers must protect the health and safety of pregnant workers, those who have given birth within the previous six months, and those who are breastfeeding (‘relevant workers’). The employer’s duty begins when the worker notifies the employer in writing that they are pregnant or have had an embryo transfer. It ends six months after the birth or miscarriage or two weeks after finding out an embryo transfer was unsuccessful (‘the relevant period’).

Risks

The risks to the relevant workers include:

1. Being more prone to injury when sitting or standing for long periods, lifting or carrying heavy loads, or poor workstation posture.
2. Being more susceptible to overheating, fatigue, nausea, noise, and occupational stress.
3. Being at greater risk of fainting and falls when using ladders, stairs, or working at height.
4. Greater fatigue resulting from night work.

Employees providing supervision

Operators of aquatic facilities should pay particular attention to the following areas when the worker is providing constant poolside supervision (in a lifeguard role or otherwise):

1. Needing additional welfare breaks due to fatigue, overheating, dizziness, sickness, or needing to use the welfare facilities.
2. Being more vulnerable to communicable diseases, particularly when using open or coastal water.
3. Difficulty or discomfort using a rescue board and lying on your front to paddle out to a casualty (open water or beach).
4. Difficulty or discomfort bending and getting up from a kneeling or prone position.
5. Difficulty or discomfort when using an eggbeater or breaststroke leg kick.
6. Difficulty performing more complex rescue sequences such as running long distances or rescuing a casualty from a flume.
7. Imbalance while diving or jumping into the water. Relevant workers are advised only to enter the water via a slide-in entry.
8. Particularly after the third trimester (26-40 weeks), obtaining a streamlined position next to the casualty to perform the vice grip is difficult.
9. Particularly after the third trimester (26-40 weeks), a reduced capability to squat and lift a casualty from the poolside using an assisted lift.

Employer responsibilities

The employer should:

1. Respond to notifications that a worker is a ‘relevant worker’ within 28 days and confirm when your maternity leave will start and end. 
2. Conduct a risk assessment to identify new hazards or re-evaluate those already identified to assess the risk to the relevant worker's health and safety.
3. Periodically consult with the worker about the impact of the pregnancy, birth, or miscarriage on their health throughout the relevant period and update the risk assessment and any mitigation measures as appropriate.
4. Request a medical certificate or MAT B1 form from the worker’s registered medical practitioner or registered midwife once you have been pregnant for more than 20 weeks.
5. Provide appropriate facilities for rest and breastfeeding, including somewhere to lie down, if necessary. The facility should be private and hygienic so they can express milk if they choose to and include somewhere to store milk.
6. Consider providing flexible working to accommodate different start and finish times, time working at home, and extra breaks if the worker feels unwell on shift.
7. Provide leave to full and part-time workers and agency workers who have worked in the same placement for more than 12 consecutive weeks on full pay to attend antenatal appointments, including scans, pregnancy health checks, relaxation classes, and parentcraft classes. Employers are entitled to ask for proof such appointments are antenatal-related.  

Further Information

ACAS. 2024. Maternity leave and pay: Checking your rights.

EHRC. 2024. Pregnancy and maternity.

HSE. 2024. Protecting pregnancy workers and new mothers.

HAS 2024. Pregnant at work Frequently Asked Questions

HAS 2024 Protection of Pregnant, Post Natal and Breastfeeding Employees.

NI Direct 2024. Working when pregnant.