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Time off for antenatal care
All pregnant employees, however long they have been in their jobs, are entitled to reasonable time off work for antenatal care. Any time off must be paid at your normal rate of pay. It is unlawful for your employer to refuse to give you reasonable time off for ante-natal care or to pay you at your normal rate of pay.

Your employer can ask for evidence of antenatal appointments from the second appointment onwards. If asked you should show your employer a medical certificate showing you're pregnant and an appointment card or some other written evidence of your appointment.

Antenatal care may include relaxation or parent craft classes as well as medical examinations, if these are recommended by your doctor. If you can, try to avoid taking time off work when you can reasonably arrange classes or examinations outside working hours.

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Pregnancy at work
Employees' right to paid time off for antenatal care
All pregnant employees have the right to paid time off to attend antenatal care appointments. Antenatal care covers not only medical examinations but also, for example, relaxation classes and parentcraft classes.

However, the right to time off only applies if the appointment is advised by a midwife, health visitor or registered medical practitioner (eg a doctor).

Therefore, you are entitled to ask for evidence of antenatal appointments - except in the case of the very first appointment.

You can request that the employee shows you:

written documentation from a registered medical practitioner, a midwife or a health visitor confirming that she is pregnant
an appointment card or some other document showing that an appointment has been made
Payment during time off
You must pay the employee her normal hourly rate during the period of time off for antenatal care.

Calculate the rate by dividing the amount of a week's pay by the number of the employee's normal working hours in a week. The normal working hours will usually be set out in her contract of employment.

If her weekly working hours vary, you should average them over the previous 12 complete working weeks. If the employee has yet to complete 12 weeks' service, estimate the average in light of:

what could be reasonably expected from her contract of employment
the work pattern of any fellow employees in comparable jobs
Overtime is counted only if it is required and part of the normal working pattern.

Find out how to calculate a week's pay on the Department for Business, Innovation & Skills (BIS) website - Opens in a new window.

Complaints relating to time off for antenatal care
A pregnant employee could bring an unlawful discrimination and/or unfair dismissal claim to a tribunal if you:

dismiss her or treat her unfairly because she tried to exercise her right to time off for antenatal care
unreasonably refuse her time off for antenatal care
deny her her normal rate of pay during such time off
A pregnant employee can bring a claim regardless of whether or not:

she actually has the right to paid time off for antenatal care
that right has actually been infringed - all she has to have done is act in good faith in seeking to assert the right
See the page in this guide on pregnant workers, and dismissal and discrimination.

absolutnie nie powinien ci uznawac tego jako sick pay.
Najlepiej wydrukuj i pokaz szefowi wydruk z direct.gov albo nhs bo czesto sie zdarza ze szefostwo nie zna albo nie chce znac praw nalezacych sie pania w ciazy.powodzenia

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