Employment Rights Bill: extended protection for pregnancy and new mums
Introduction
Pregnancy and maternity discrimination remains a persistent challenge in the workplace, despite existing legal protections. The UK government is taking steps to address this issue through the Employment Rights Bill, which is currently progressing through Parliament. These changes aim to create more family-friendly workplaces and improve retention of women in the workforce.
In this blog, we’ll break down what the bill proposes, when changes are expected, and how HR teams can prepare.
What Is Changing Under the Employment Rights Bill?
Current Protections
Employees already benefit from safeguards, including:
Protection against dismissal due to pregnancy, maternity leave, or related illness.
Priority consideration for suitable alternative roles during redundancy for those on maternity, adoption, or shared parental leave.
Despite these measures, discrimination and attrition among pregnant women and new mothers remain significant concerns.
New Proposed Protections
The bill introduces a new power for the government to regulate dismissals during pregnancy and family leave. The intention is to:
Prohibit dismissal of pregnant employees and new mothers for up to six months after returning to work, except in specific circumstances.
Consultation and Timeline
Consultation launched: 23 October 2025
Closing date: 15 January 2026
Expected implementation: 2027
The consultation seeks input on:
When protections should start and end.
Exceptions to dismissal.
Whether other new parents should be covered.
Other Key Measures in the Bill
Day-one rights for paternity and unpaid parental leave.
Extension of bereavement leave to all workers.
Updates to the flexible working regime.
Additionally, the government is conducting an 18-month review of the parental leave system, which could lead to broader changes.
How Can Employers Prepare?
While details are still emerging, HR leaders can take proactive steps:
Audit Current Compliance
Ensure existing maternity and family leave protections are fully implemented.
Review Workforce Data
Analyse attrition trends among pregnant employees and new mothers to identify potential issues.
Stay Informed
Monitor updates on the Employment Rights Bill and prepare to revise policies and train managers.
Document Decisions
Maintain clear records for any dismissal decisions, supported by evidence.
By acting now, organisations can position themselves as supportive, family-friendly employers and reduce the risk of non-compliance.
Why This Matters
Creating inclusive, family-friendly workplaces isn’t just about compliance—it’s about talent retention and employer brand. These changes signal a strong push toward equality and flexibility, and businesses that adapt early will gain a competitive edge.