The UK government is initiating a step towards enhancing workplace fairness for pregnant women and new mothers. A public consultation is now open, inviting businesses, employees, and all interested parties to help shape the future of dismissal protections. This initiative is a core component of the government’s ‘Plan to Make Work Pay’ and provides business leaders and hiring managers with a crucial opportunity to contribute to practical and fair legislation.
Why enhanced protections matter
Every year, a startling number of pregnant women and new mothers encounter significant job insecurity. Research suggests that up to 54,000 mothers may be dismissed, selected for redundancy, or treated so poorly they feel they have no choice but to leave their job. These figures highlight a persistent issue where women face professional penalties during a uniquely vulnerable time in their lives. Such experiences not only impact the individual and their family but also represent a loss of valuable talent and experience for businesses.
The proposed reforms are about more than extended legal protections - they offer a blueprint for a workplace where no one’s career is derailed by starting a family. Making it unlawful to dismiss pregnant women or new mothers, except in clearly justified scenarios, is a step towards dismantling ingrained barriers and creating a culture where everyone’s contribution is valued, regardless of life stage or family circumstance.
Inside the consultation: what’s on the table?
The consultation document delves into the practical details of how these enhanced protections would work. It isn't about creating an immovable barrier to dismissal but about ensuring any such action is fair, justified, and transparent. For employers, understanding these proposals is key to preparing for the future and contributing to a balanced outcome.
Key areas under review include:
Defining "specific circumstances" for dismissal: The consultation explores what constitutes a fair reason for dismissal. It considers the five existing fair reasons (conduct, capability, redundancy, statutory prohibition, and 'some other substantial reason') and asks whether their scope should be narrowed for this protected group. For example, should a dismissal for misconduct only be permissible in cases of gross misconduct?
A new test for fairness: An alternative option is to introduce a stricter fairness test. This might require an employer to demonstrate that a dismissal is necessary to avoid serious harm to the business or other employees, adding a higher threshold of justification.
Timing of protections: The consultation seeks views on when the protection should begin, for instance, from the moment an employee informs their employer of the pregnancy. It also discusses how long the protection should last after birth, suggesting an 18-month window from the child's birth to align with existing redundancy protections. This ensures consistency and clarity for both employers and employees.
Inclusion of other parents: The proposals also consider extending these protections to other parents taking extended family leave, such as adoption leave or shared parental leave, recognising that they too can face disadvantages when returning to work.
The broader vision for workplace equality
These reforms are part of a wider government strategy to build a modern workplace that supports every employee. Creating a culture of security and respect is not just a moral imperative; it makes business sense. Employees who feel valued and secure are more loyal, engaged, and productive.
This initiative signals a societal shift towards recognising and supporting the dual roles many people hold as both professionals and caregivers. By ensuring that having a family does not jeopardise a career, these policies help to level the playing field, promote gender equality, and strengthen the economy by keeping skilled individuals in the workforce.
Why your voice is crucial
The government is actively seeking a partnership with businesses to ensure these reforms are practical and effective. As a hiring manager or business owner, your perspective is invaluable. You understand the operational realities, the financial pressures, and the day-to-day challenges of running a business. Your input can help create a framework that protects vulnerable employees without placing an unmanageable burden on employers, particularly small and medium-sized enterprises (SMEs).
By participating, you can help answer critical questions:
How can the new rules be implemented without creating unintended consequences, such as a reluctance to hire women of child-bearing age?
What guidance, templates, or support would businesses need to navigate these changes confidently?
How can we strike the right balance between protecting employees and allowing businesses to make necessary operational decisions?
How you can get involved
This consultation is your chance to contribute to legislation that will define the workplace for years to come. The process is straightforward, and every response will be considered.
The consultation is open until 11:59 pm on 15 January 2026. You can find out more about how to respond here.
