Job Protection
No Harmful Work
Following Employment Regulations , a pregnant employee must not engage in hazardous or harmful work that could jeopardize her health. Employers may offer expectant mothers options such as flexible work hours, reduced workload, or alternative work arrangements.
Source: §42 of the Employment Regulations, 2011
Protection from Dismissals
It is illegal for an employer to dismiss a female worker due to her pregnancy. Moreover, an employee’s continuous service is not considered broken if the absence from work is due to maternity leave.
Source: §74 & 83 of the Employment Act 2006, last amended in 2023
Right to Return to Same Position
Employees have the right to return to their original job or a comparable role with equivalent terms and conditions. If illness related to pregnancy or childbirth prevents their return, this right extends up to eight weeks post-childbirth or miscarriage. Employees must provide at least seven days’ notice (or less if reasonable) of their intent to return, in writing if requested by the employer. A medical certificate from a qualified practitioner or midwife may be required to confirm the employee’s condition if the employer requests it.
Source: § 55 of the Employment Act 2006, last amended in 2023
Related Items
Maternity and WorkNo Harmful Work
Following Employment Regulations , a pregnant employee must not engage in hazardous or harmful work that could jeopardize her health. Employers may offer expectant mothers options such as flexible work hours, reduced workload, or alternative work arrangements.
Source: §42 of the Employment Regulations, 2011
Protection from Dismissals
It is illegal for an employer to dismiss a female worker due to her pregnancy. Moreover, an employee’s continuous service is not considered broken if the absence from work is due to maternity leave.
Source: §74 & 83 of the Employment Act 2006, last amended in 2023
Right to Return to Same Position
Employees have the right to return to their original job or a comparable role with equivalent terms and conditions. If illness related to pregnancy or childbirth prevents their return, this right extends up to eight weeks post-childbirth or miscarriage. Employees must provide at least seven days’ notice (or less if reasonable) of their intent to return, in writing if requested by the employer. A medical certificate from a qualified practitioner or midwife may be required to confirm the employee’s condition if the employer requests it.
Source: § 55 of the Employment Act 2006, last amended in 2023
