Supporting new and expectant mothers at work

As something that I have recently been supporting a client on, this article is simply to raise awareness to employers on what is expected of them, and to employees to provide support from the early days.

There is a lot of information out there in relation to pregnancy in general, so hopefully this article reassures anyone going through this change and makes for an easier time at work. 

Pregnancy and early parenthood are exciting life stages, but they also come with unique challenges.

For many women, balancing health, wellbeing, finances, social life, and a career during this time can feel overwhelming. 

That is where workplaces have a vital role to play. By focusing on health and safety, and creating a culture of support, organisations can help new and expectant mothers feel valued, safe, respected, and confident at work.

Risk assessments: a first step towards safety

Every pregnancy is different, which means a “one-size-fits-all” approach will not work.

Employers should carry out personalised risk assessments to identify anything that could affect an individual’s health, whether it is heavy lifting, standing for long periods, exposure to chemicals, driving or even long, demanding shifts.

Once risks are identified, simple adjustments such as changing duties, reducing mileage or providing extra breaks can make a huge difference.

Flexibility is key

Offering flexible hours, hybrid working, or even just extra breaks can ease the physical and emotional load.

Not to mention attending the numerous hospital or midwife appointments during working hours.

Importantly, open conversations between managers and staff help make sure flexibility is tailored to individual needs rather than a blanket policy.

Making the workspace comfortable

Small adjustments can have a big impact.

Ergonomic seating, the ability to move around regularly, and practical changes to equipment can help prevent strain and fatigue.

In more physically demanding roles, temporary reassignment may be the safest option, and it shows employees that their wellbeing comes first.

In return, they are more likely to still prioritise and fulfil their work duties to the best of their ability. This approach benefits everyone.

Supporting emotional wellbeing

It is not just about physical health.

Pregnancy and parenthood can be stressful and unknowing, so emotional wellbeing should be considered too. 

From access to employee assistance programmes to peer networks or simply a culture of empathy, workplaces that offer support help new mothers feel reassured, heard and connected. 

Communication

Needs can change quickly throughout pregnancy and after maternity leave.

Regular check-ins are essential to understand what support is needed now, not just what was agreed months ago.

Whether it is planning a phased return to work, providing space for breastfeeding, or expressing milk, or adjusting responsibilities, ongoing conversations build trust and confidence.

Even before the baby is born, no one can necessarily foresee what health implications or changes are going to happen or when. 

Conclusion

Supporting new and expectant mothers at work is about more than compliance with health and safety rules.

It is about empathy, flexibility, and creating a culture where employees can thrive during one of the most important transitions in life. 

When organisations get it right, it benefits not only mothers and their families but the workplace too. 

If you are an employer, now is the perfect time to review your policies and make sure they reflect the real needs of your workforce.

And if you are an expectant or new mother, do not hesitate to start the conversation with your manager – your health, safety, and wellbeing should always come first.

Further reading

1. Health and Safety Executive (HSE) (2025). Protecting pregnant workers and new mothers: employers.
2. UK Government (2025). Your rights at work while pregnant or on maternity leave.
3. NHS (2025). Work and pregnancy.