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Pregnancy and Maternity Discrimination Course
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Pregnancy and Maternity Discrimination training explores unfair treatment connected with pregnancy and maternity, alongside breastfeeding support, paternity rights, parental leave, flexible working and adoption leave and pay. It helps learners consider how workplace decisions affect expectant and new parents. Suitable for healthcare, social care and wider workplace teams, the course supports respectful communication and fair application of employment policies.
Pregnancy and Maternity Discrimination Course Summary
Course Name: Pregnancy and Maternity Discrimination
Duration:1 hour
Delivery: Online Training Course
Certificate Included: Instant Digital Certificate on successful completion
Accreditation: CPD Accredited
Suitable For: Managers, HR teams, supervisors and employees across healthcare, social care and other workplaces
Assessment: Online Multiple Choice Test, with unlimited retakes
Access: Instant Access, with 12 months’ course access
Duration
1 hour
CPD Points
1
Last Updated:
25 Jul 2026
What is Pregnancy and Maternity Discrimination training?
Pregnancy and Maternity Discrimination training explains how to recognise and prevent unfair treatment associated with pregnancy, pregnancy-related illness and maternity leave.
Discrimination can arise during recruitment, everyday work or maternity leave. Examples include rejecting an applicant because she is pregnant or disadvantaging an employee for taking maternity leave. In Great Britain, pregnancy and maternity is one of the nine protected characteristics under the Equality Act 2010. Acas
The training connects discrimination awareness with practical support for parents, including breastfeeding, family leave and flexible working. Learners explore how these issues affect colleagues and workplace decisions.
It supports introductory knowledge for applying organisational policies and recognising when specialist HR advice is needed. Employers must also maintain appropriate policies and safe working arrangements; completing a course alone does not establish compliance.
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Who Is This Course For?
This course is suitable for people who manage, supervise or work alongside pregnant employees and colleagues taking or returning from maternity leave.
Relevant roles include care home managers, domiciliary care managers, NHS team leaders, practice managers, ward managers, nurses, care supervisors, HR advisers, recruitment staff and business owners. Occupational health staff, health and safety officers, equality and inclusion leads, and trade union representatives may also find it useful.
It is relevant across healthcare, social care, education, retail, hospitality, administration and other employment settings. Employees can use the training to recognise inappropriate treatment and understand the importance of supporting colleagues’ rights.
The course provides introductory workplace knowledge for induction or refresher learning. It does not replace specialist employment law advice or professional HR training.
Key Benefits
✓ Recognise pregnancy and maternity discrimination in workplace decisions.
✓ Support fair treatment during recruitment and maternity leave.
✓ Discuss pregnancy and maternity rights with greater confidence.
✓ Identify supportive approaches to breastfeeding at work.
✓ Distinguish between different family leave arrangements.
✓ Consider flexible working requests without discriminatory assumptions.
Course Modules
- Pregnancy and Maternity Discrimination – Course Introduction
- Pregnancy and Maternity Discrimination
- Applying the Equality Act
- Characteristics of Pregnancy and Maternity Discrimination
- Facilitating Pregnancy and Maternity Rights
- Supporting Breastfeeding
- Paternity Rights
- Parental Leave
- Flexible Working
- Adoption Leave and Pay
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Learning Outcomes
| Learner Outcome | Covered |
|---|---|
| Define pregnancy and maternity discrimination in a workplace context. | ✓ |
| Identify examples of unfavourable treatment connected with pregnancy or maternity. | ✓ |
| Explain how the Equality Act relates to pregnancy and maternity discrimination. | ✓ |
| Recognise discriminatory assumptions in recruitment and employment decisions. | ✓ |
| Identify ways to support pregnancy and maternity rights at work. | ✓ |
| Describe supportive workplace approaches to breastfeeding. | ✓ |
| Explain the purpose of paternity rights. | ✓ |
| Distinguish parental leave from maternity and paternity leave. | ✓ |
| Describe how flexible working can support employees with family responsibilities. | ✓ |
| Identify the purpose of adoption leave and pay. | ✓ |
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“Clear examples helped me recognise unfair assumptions when discussing pregnancy and maternity leave with my team.”
Sarah Mitchell
Care Home Manager
“A useful introduction to family rights and supporting colleagues returning from maternity leave.”
Daniel Hughes
HR Administrator
“The breastfeeding and flexible working topics gave me practical points to consider in staff conversations.”
Priya Shah
Ward Supervisor
4.85/5 from 32+ learners
Why Is Pregnancy and Maternity Discrimination training important?
Decisions about recruitment, absence and maternity leave can disadvantage employees when managers rely on assumptions rather than fair procedures. Recognising discriminatory treatment helps protect colleagues’ dignity and reduce the risk of complaints. Acas
Pregnancy also requires appropriate workplace safety support. In healthcare and social care, managers may need to consider how duties and working conditions affect a pregnant worker. HSE guidance requires individual risk assessment following written notification of pregnancy, breastfeeding or childbirth within the previous six months. Risk assessment
Pregnancy and Maternity Discrimination training supports professional conversations about rights, leave and returning to work. Combined with current policies, appropriate risk assessments and HR support, it helps organisations maintain fair workplace standards and support colleagues through pregnancy and parenthood.
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Is Pregnancy and Maternity Discrimination training a legal requirement in the UK?
There is no general legal requirement to complete this specific named course. Employers must nevertheless meet applicable discrimination, employment rights and health and safety duties.
In England, Scotland and Wales, the Equality Act 2010 prohibits pregnancy and maternity discrimination. The Employment Rights Act 1996 and Maternity and Parental Leave etc. Regulations 1999 underpin relevant maternity and parental leave protections. Managers must apply these rights fairly rather than discourage eligible employees from taking leave. Acas
The Management of Health and Safety at Work Regulations 1999 also require appropriate protection for pregnant workers and new mothers, including assessment and control of workplace risks. Risk assessment
Training can support these responsibilities, but employers also need effective policies and procedures. Northern Ireland has separate discrimination and employment legislation; organisations there should use Northern Ireland-specific guidance.
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Pregnancy and Maternity Discrimination training FAQ?
What is pregnancy and maternity discrimination?
Pregnancy and maternity discrimination means unfavourable treatment because someone is pregnant, has a pregnancy-related illness, or takes or seeks to take maternity leave. It can occur during recruitment, employment or leave. For example, rejecting an applicant because she is pregnant may be discriminatory. In Great Britain, these protections sit within the Equality Act 2010.
Who needs pregnancy and maternity discrimination training?
The training is particularly relevant to managers, supervisors, HR staff and recruiters whose decisions affect pregnant employees or colleagues taking maternity leave. Care managers, ward leaders and practice managers can use it alongside workplace policies. Employees may also benefit from learning how to recognise unfair treatment and support colleagues. Training needs should reflect each person’s responsibilities.
How often should pregnancy and maternity discrimination training be refreshed?
There is no fixed statutory renewal interval for this specific course. Employers should determine refresher arrangements according to responsibilities, policy changes and learning needs. Reviewing knowledge is sensible when employment rights change, someone takes on management duties, or a complaint reveals gaps in practice. Managers should consult current official guidance when handling individual cases.
Is pregnancy and maternity discrimination training legally mandatory?
This particular course is not generally mandated by UK legislation. However, employers must comply with the laws that apply to discrimination, maternity rights and workplace safety. Training supports staff knowledge but does not replace fair procedures or risk assessments. The Equality Act framework applies in Great Britain; Northern Ireland has separate legislation.
How long does the course take, and will I receive a certificate?
The course takes approximately one hour. You complete it online and finish with a multiple choice assessment. After successful completion, you can download your CPD-accredited digital certificate. Instant access allows you to start after purchase, and the course includes 12 months’ access and unlimited assessment retakes.
Does this course teach clinical pregnancy or maternity care?
The syllabus focuses on discrimination, equality and workplace family rights. It includes breastfeeding support, paternity rights, parental leave, flexible working, and adoption leave and pay. Healthcare staff can use it to support fair treatment of colleagues. Clinical assessment, antenatal care and maternity treatment require separate role-specific education and professional competence.
What should an employer do when an employee announces a pregnancy?
Employers should discuss support needs and follow their pregnancy and maternity procedures. Following written notification, an individual risk assessment must consider the worker’s circumstances and relevant medical advice. Findings should be recorded, shared and reviewed as pregnancy progresses or duties change. Where risks cannot be controlled, employers must consider changes to conditions or hours, suitable alternative work, and ultimately paid suspension where necessary.
Can an employee request flexible working after maternity leave?
Yes. In Great Britain, employees can make a statutory flexible working request from their first day of employment. Requests may involve changes to hours, working days or location. This is a right to request a change, rather than automatic approval. Employers must handle requests reasonably and consider relevant business grounds. Northern Ireland has different rules.
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