UK Government Anti-Discrimination Policies On Maternity Leave Have Improved Gender Equality In Employment From The 1970s To Present Day

It is important to review the development of gender equality through maternity legislation from the mid-to-late twentieth century onwards. This is an important issue to address because the topic remains stigmatised, so it is essential to examine its impact on women’s health. Maternity refers to the duration of pregnancy, childbirth and the post-partum period. Within the legal and employment context, it is considered a “protected characteristic”¹ under the Equality Act 2010, which sets out the legal provisions in place. Most women decide to have families and therefore experience maternity, which stresses the importance of the topic. As this article focuses on the period from the 1970s to the present day, it will examine the social context of the UK during this time, as well as the legal context. These are key pieces of information, as they may affect the regulations outlined in each piece of legislation and determine whether those regulations have had limited success in terms of implementation. By unveiling how policies have been adapted over time, the article will assess whether legislative changes reflect genuine improvements in gender equality or merely reform. Overall, these developments demonstrate significant progress.

The Equal Pay Act 1970 and the Sex Discrimination Act 1975

While the Equal Pay Act 1970 did not directly address maternity leave, it contributed to the early context for understanding UK government policy. The social background and attitudes of the 1970s surrounding the legislation are also important to consider. The Equal Pay Act 1970 demonstrates the UK’s attempt to address gender inequality through pay disparity, and it highlights the gender-based inequalities that existed within employment in the 1970s. The legislation therefore underpins the UK government’s acknowledgement of the pressing pay disparity between men and women in employment, despite their partaking in the same roles and jobs. The implementation of this policy, however, was not fully operative until 1975, which limited the change perceived during this time, as well as its consistency. This period was also met with “intensification of women-led industrial disputes, particularly in the five years between the passing of the Equal Pay Act 1970 and its implementation from 29 December 1975.”² These disputes enabled women to recognise the gender disparities that existed, and they highlighted that the legislation itself had not fully addressed other pressing issues and concerns that women faced in the workplace. This is evidenced by the structural inequalities and inflexible working conditions that employees faced, which links to the main discussion of how anti-discrimination policies during this time failed to address maternity leave.

However, within the same decade there were government attempts to address discrimination, and these were far-reaching because they advanced maternity rights. This was seen in the Sex Discrimination Act 1975, which focused on addressing discrimination on the basis of sex. The Act began to implement anti-discrimination policies slowly, encouraging partial change in UK government attitudes, as some remained sceptical of the implications of social change. It advanced maternity rights because it protected pregnant women from dismissal, which signifies progressive change in the UK’s implementation of anti-discrimination policies. It was the first time that the UK fundamentally adopted a policy that not only encouraged female participation in the workforce but also legally protected women’s ability to have both a family and stability in a working environment.

The Equality Act 2010

Along similar lines, the Equality Act 2010 signified a development in the UK government’s attempt to improve gender equality in workplace settings, especially in relation to maternity discrimination. The Act consolidates various laws (“Sex Discrimination Act 1975 Race Relations Act 1976 Disability Discrimination Act 1995”)³ and fuses them into a single, more comprehensive legal framework, which cements legal clarity for both employer and employee. The Act established that “Discrimination can be direct or indirect – which is why care must be taken when for example, making a change or in reviewing employment policy, practice or criteria used in the workplace.”⁴ This is relevant to women returning from maternity leave when workplace policies disadvantage mothers. It therefore demonstrates a more socially cautious approach by the government, intended to mitigate discrimination, and it solidifies a change in UK attitudes in more recent years. However, the Act relies on employer interpretation and implementation, which limits its effectiveness in workplace settings if it is not put into practice or adhered to. Nevertheless, the Act achieved anti-discrimination in the following areas: “The characteristics that are protected by the Equality Act 2010 are:

• age
• disability
• gender reassignment
• marriage or civil partnership (in employment only)
• pregnancy and maternity
• race
• religion or belief
• sex
• sexual orientation.”⁵

By drawing on the various forms of discrimination, the Act displays a newfound sense of social consciousness. The “characteristics that are protected by the Equality Act”⁶ enabled pregnancy and maternity to be considered as such. The Act addressed a “protected period, where maternity starts from the beginning of pregnancy and ends until one returns to work or finishes the period of maternity leave.”⁷ This enforcement gave employees clarity, as the policy was definitive in addressing these areas, especially maternity leave.

The Act was also fundamental in indirectly addressing menopause as another “characteristic”⁸ that is protected under the Equality Act through “disability”⁹. The Act can treat menopause as a “disability”¹⁰ if its symptoms are long-term and negatively affect the work of an employee, requiring the employer to make reasonable adjustments to the employee’s line of work (for example, flexible hours). Therefore, it can be ascertained that the symptoms of menopause contribute to the “disability”¹¹ protections.

These pieces of government legislation demonstrate progressive change in relation to anti-discrimination policies on maternity leave. They begin to highlight the persistent gender inequality that women face in the working environment, through wage discrimination and employment rights, if they decide to start families. By enabling a work-life balance, they foreground how the UK government became more focused on issues surrounding employees and on the need to implement new policies. This clearly asserts that the UK government was aware of pressing issues in the 1970s, which catalysed the creation and amendment of further legislative policies, as evidenced in the landmark Equality Act 2010 that merged earlier policies under one Act.

Maternity Protections and the Four Main Legal Rights

An initial way in which anti-discrimination policies improved gender equality is through maternity protections. As previously discussed, there has been subsequent action and implementation of these policies, which will be explored further. Maternity protections constitute “Pregnant employees’ rights”¹² and feature “4 main legal rights:”¹³

• “paid time off for antenatal care
• maternity leave
• maternity pay or maternity allowance”¹⁴
• “protection against unfair treatment, discrimination or dismissal”¹⁵

This demonstrates that pregnant women are legally protected during the pregnancy period. However, in order to evaluate the successes and failures of maternity protection, I will examine each of the “4 main legal rights”¹⁶ in turn.

1. Paid Time Off for Antenatal Care

One of the “legal rights”¹⁷ to consider is the “paid time off for antenatal care”¹⁸. This means that women not only have the right to attend “medical appointments”¹⁹ but “it can also include antenatal or parenting classes if they have been recommended by a doctor or midwife.”²⁰ This “legal right”²¹ is not limited to women: it also gives both parents the opportunity to focus on the pregnancy, making the process more inclusive. If men decide to attend these appointments, they are entitled to be present at two antenatal check-ups, which amounts to approximately 6.5 hours of unpaid leave per session. Nevertheless, this depends on an individual’s employer’s policy, given that some employers do provide paid time off from work. As such, some companies and agencies have specific policies that one must adhere to. This statutory right strongly suggests that anti-discrimination policies on maternity have improved gender equality, as “It is against the law to discriminate against anyone because of being pregnant.”²² It can therefore be suggested that there has been significant change since the 1970s, as the policies are now more practical and touch upon maternity issues, which will be investigated further in relation to “maternity leave”²³.

2. Maternity Leave

Another of the “legal rights”²⁴ is “maternity leave”²⁵. This is a compulsory right to which employees are entitled. They “must take 2 weeks off after the baby is born – or 4 weeks if they work in a factory.”²⁶ This helps postpartum mothers, as the time off from work enables them to bond with their newborn and establish routines before they return to work.

“Statutory Maternity Leave is 52 weeks. It’s made up of:

• Ordinary Maternity Leave – first 26 weeks
• Additional Maternity Leave – last 26 weeks”²⁷

“Ordinary Maternity Leave”²⁸ enables pregnant women to begin their leave either 11 weeks before the expected delivery date or on the day after the baby is born, if delivery is early. During this crucial period, women are protected in employment, which reinforces workplace stability, as the legal protections prevent unfair dismissal and reduce discrimination in employment. “Additional Maternity Leave”²⁹ allows leniency, as employees are able to discuss with their employer whether they plan to extend their maternity leave or return to work, with 8 weeks’ notice to allow for a seamless transition. However, if the company that an employee works for faces notable change during this period, the employee may be offered a related position with the same “pay

• benefits
• holiday entitlement
• seniority
• where the job is”³⁰

Moreover, during this period of maternity leave, employer and employee should be in contact to reassure the employee that suitable arrangements are in place for their return to work. It is mandatory that one’s “employer has to have a workplace health and safety assessment for employees of childbearing age, including new mothers.”³¹ This suggests that suitable measures are in place that protect women from discrimination in the workplace. It allows for a stable work-life integration, as clarity is established between employer and employee. The success of the “legal rights”³² is not limited to preventing discrimination through “maternity leave”³³ alone, as “maternity pay or maternity allowance”³⁴ also contribute to this.

3. Maternity Pay or Maternity Allowance

“Maternity pay or maternity allowance”³⁵ can be considered to improve anti-discrimination as one of the “legal rights”³⁶, as it allows for fiscal stability, meaning companies will be more likely to retain female employees. In order to be eligible for “maternity pay”³⁷, “you must:

• earn on average at least £125 a week
• give the correct notice and proof you’re pregnant
• have worked for your employer continuously for at least 26 weeks continuing into the ‘qualifying week’ – the 15th week before the expected week of childbirth

You cannot get SMP if you go into police custody during your maternity pay period. It will not restart when you’re discharged.”³⁸ Moreover, “You can still get Statutory Maternity Leave and SMP if your baby:

• is born early
• is stillborn after the start of your 24th week of pregnancy
• dies after being born”³⁹

Statutory Maternity Pay (SMP) is beneficial because it covers different circumstances and provides employees with payment for up to 39 weeks. It consists of “90% of your average weekly earnings (before tax) for the first 6 weeks

• £187.18 or 90% of your average weekly earnings (whichever is lower) for the next 33 weeks

SMP is paid in the same way as your wages (for example monthly or weekly). Tax and National Insurance will be deducted.”⁴⁰ The pay typically commences when an employee begins their maternity leave. In order to claim SMP, an employee must provide their employer with “proof that you’re pregnant”⁴¹ and “at least 28 days’ notice (in writing if they ask for it)”⁴². This ensures that SMP is validated for the employee. There is also an alternative whereby an employee may want to “take Shared Parental Leave”⁴³. This includes “Statutory Shared Parental Pay (ShPP). ShPP is £187.18 a week or 90% of your average weekly earnings, whichever is lower.”⁴⁴ This helps challenge gender norms: females are typically assumed to be primary caregivers, but this policy suggests that parenting responsibilities are collective.

As one of the “legal rights”⁴⁵, SMP acknowledges that employees are financially protected, but only partially. It excludes employees who have not met the required criteria, for example if the length of time working for an employer is shorter than 26 weeks or if an employee’s average earnings are insufficient. It thereby reinforces the point that class-based inequality persists among women.

Nevertheless, women can still be entitled to “maternity allowance”⁴⁶, which still gives them a form of income. “You can get Maternity Allowance for up to 39 weeks if you’ve been either:

• registered as self-employed for at least 26 weeks in the 66 weeks before your baby’s due
• employed for at least 26 weeks in the 66 weeks before your baby’s due

If you’ve been employed, you must have been earning (or classed as earning) £30 a week or more in at least 13 weeks of your employment. The weeks do not have to be together.

You may still qualify if you’ve recently stopped working. It does not matter if you had different jobs or periods of unemployment.”⁴⁷ This provides employees with the opportunity to be supported during the pregnancy period, as they will receive “£187.18 a week or 90% of your average weekly earnings (whichever is less) for up to 39 weeks if you’re employed or have recently stopped working.”⁴⁸ This is similar to Statutory Maternity Pay, as employees “can get Maternity Allowance for up to 39 weeks.”⁴⁹ Moreover, rights are extended to wider types of employment, as one “can get between £27 to £187.18 a week for up to 39 weeks if you’re self-employed.”⁵⁰ It is recommended that you apply for “Maternity Allowance once you’ve been pregnant for 26 weeks. Payments can start any time between the 11th week before your baby is due and the day after the baby is born.”⁵¹ Furthermore, “How much you get depends on how many Class 2 National Insurance contributions you’ve made in the 66 weeks before your baby is due.”⁵²

This extension accounts for people who do not have employers, removing reliance on an employer’s fixed policies and enabling them to receive payment either on a fortnightly basis or every 4 weeks. To a great degree, it can therefore be suggested that “maternity allowance”⁵³ has improved gender equality, as female employment is protected under the Equality Act 2010, enabling women from various backgrounds to seek financial assistance during pregnancy. The Equality Act also contributed to “protection against unfair treatment, discrimination or dismissal”⁵⁴, which will be explored further below.

4. Protection Against Unfair Treatment, Discrimination or Dismissal

The last of the “legal rights”⁵⁵ is “protection against unfair treatment, discrimination or dismissal”⁵⁶. This denotes how the Equality Act primarily addresses anti-discrimination on the basis of “unfair treatment”⁵⁷, which can include being excluded from opportunities such as promotions or training, redundancy as a result of declaring pregnancy, and a deduction in pay. When an employee has delivered their baby or begins nursing their child, protections apply for 26 weeks, beginning the day after delivery. Following this period, any such treatment can be considered discriminatory on the grounds of sex, rather than as the pregnancy and maternity discrimination outlined in the Equality Act 2010. Unfair dismissal is blocked because of “The characteristics that are protected by the Equality Act 2010”⁵⁸. The employer must provide a cause for dismissal if dismissal is pursued during an employee’s pregnancy or maternity leave. However, if an employee believes that their dismissal is connected to either pregnancy or maternity leave, they can take action by bringing the matter to an employment tribunal, which could treat the claim as either “discrimination or dismissal”⁵⁹.

The right to “protection against unfair treatment, discrimination or dismissal”⁶⁰ during “pregnancy and maternity”⁶¹ signifies a legal development concerning gender equality in employment. However, the improvement in gender equality depends on employees deciding to confront discrimination by using employment tribunals. The powers of legislation that warrant equal protection and treatment in a work setting allow women greater freedoms and prevent discrimination. Nevertheless, the effectiveness of employment tribunals in relation to equal treatment merits further examination.

Conclusion

In summation, it is clear that there has been significant progress towards maternity rights. This progress primarily achieved maternity protections for women and foresaw how the government would create “protected characteristics”⁶², solidifying gender equality for many groups under one Act. This demonstrates that UK anti-discrimination policy has improved extensively in relation to maternity leave, and it constitutes the overall argument that maternity-related policies have, to a large extent, advanced gender equality.

Footnote(S):

¹ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. (Accessed 3 November 2025)

² tanyarhodes (2021). The Equal Pay Act 1970 and Women-led Industrial Disputes, 1964-86. [online] Gender Equalities at Work. Available at: https://www.genderequalitiesat50.ed.ac.uk/2021/11/15/theequal-pay-act-1970-and-women-led-industrial-disputes-1964-86/. (Accessed Nov 2025)

³ GOV.UK (2013). Equality Act 2010. [online] GOV.UK. Available at: https://www.gov.uk/guidance/equality-act-2010-guidance. Accessed 16 December 2025)

⁴ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁵ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁶ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁷ www.equalityhumanrights.com. (n.d.). Pregnancy and maternity: Pregnancy | EHRC. [online] Available at: https://www.equalityhumanrights.com/guidance/pregnancy-and-maternity-pregnancy. (Accessed 3 November 2025)

⁸ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁹ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

¹⁰ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

¹¹ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

¹² GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹³ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹⁴ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹⁵ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹⁶ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹⁷ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹⁸ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

¹⁹ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²⁰ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²¹ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²² GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²³ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²⁴ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²⁵ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²⁶ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

²⁷ GOV.UK (2024). Maternity Pay and Leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/leave. (Accessed 22 December 2025)

²⁸ GOV.UK (2024). Maternity Pay and Leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/leave.

²⁹ GOV.UK (2024). Maternity Pay and Leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/leave.

³⁰ ACAS (2024). Returning to work after having a baby: Your maternity leave, pay and other rights – Acas. [online] www.acas.org.uk. Available at: https://www.acas.org.uk/your-maternity-leave-pay-andother-rights/returning-to-work-after-having-a-baby. (Accessed 22 December 2025)

³¹ ACAS (2024). Returning to work after having a baby: Your maternity leave, pay and other rights – Acas. [online] www.acas.org.uk. Available at: https://www.acas.org.uk/your-maternity-leave-pay-andother-rights/returning-to-work-after-having-a-baby. (Accessed 22 December 2025)

³² GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

³³ GOV.UK (2024). Maternity Pay and Leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/leave. (Accessed 19 December 2025)

³⁴ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

³⁵ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

³⁶ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

³⁷ GOV.UK (2012). Maternity Allowance. [online] GOV.UK. Available at: https://www.gov.uk/maternityallowance. (Accessed 22 December 2025)

³⁸ GOV.UK (2013). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/eligibility. (Accessed 19 December 2025)

³⁹ GOV.UK (2025). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/pay. (Accessed 19 December 2025)

⁴⁰ GOV.UK (2025). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/pay. (Accessed 23 December 2025)

⁴¹ GOV.UK (2025). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/pay. (Accessed 23 December 2025)

⁴² GOV.UK (2025). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/pay. (Accessed 23 December 2025)

⁴³ GOV.UK (2025). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/pay. (Accessed 23 December 2025)

⁴⁴ GOV.UK (2025). Maternity pay and leave. [online] GOV.UK. Available at: https://www.gov.uk/maternity-pay-leave/pay. (Accessed 23 December 2025)

⁴⁵ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁴⁶ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁴⁷ GOV.UK. (n.d.). Maternity Allowance. [online] Available at: https://www.gov.uk/maternityallowance/eligibility. (Accessed 23 December 2025)

⁴⁸ GOV.UK. (n.d.). Maternity Allowance. [online] Available at: https://www.gov.uk/maternityallowance/eligibility. (Accessed 23 December 2025)

⁴⁹ GOV.UK. (n.d.). Maternity Allowance. [online] Available at: https://www.gov.uk/maternityallowance/eligibility. (Accessed 23 December 2025)

⁵⁰ Gov.UK (n.d.). Maternity Allowance. [online] GOV.UK. Available at: https://www.gov.uk/maternityallowance/what-youll-get. (Accessed 23 December 2025)

⁵¹ GOV.UK. (n.d.). Maternity Allowance. [online] Available at: https://www.gov.uk/maternityallowance/eligibility. (Accessed 23 December 2025)

⁵² GOV.UK. (n.d.). Maternity Allowance. [online] Available at: https://www.gov.uk/maternityallowance/eligibility. (Accessed 23 December 2025)

⁵³ GOV.UK. (n.d.). Maternity Allowance. [online] Available at: https://www.gov.uk/maternityallowance/eligibility. (Accessed 23 December 2025)

⁵⁴ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁵⁵ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁵⁶ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁵⁷ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁵⁸ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁵⁹ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁶⁰ GOV.UK (2012). Pregnant employees’ rights. [online] GOV.UK. Available at: https://www.gov.uk/working-when-pregnant-your-rights. (Accessed: 19 December 2025)

⁶¹ Local Government Association (2023). The Equality Act and protected characteristics | Local Government Association. [online] www.local.gov.uk. Available at: https://www.local.gov.uk/oursupport/workforce-and-hr-support/equality-diversity-and-inclusion-workforce/equality-act-and. Accessed 3 November 2025

⁶² GOV.UK (2013). Equality Act 2010. [online] GOV.UK. Available at: https://www.gov.uk/guidance/equality-act-2010-guidance. Accessed 16 December 2025)

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