Pregnancy and maternity discrimination differ from other forms of direct discrimination because it does not require the woman to show that she has been treated less favourably than someone else. Instead, she must show that she has been treated unfavourably because of her pregnancy or maternity leave.

For example, if an employee has high levels of absence that is pregnancy-related, it would be unfair for your organisation to take action under its absence policy and if action was taken it would be deemed unlawful.   

Employers should be mindful to treat women who are either pregnant or on maternity leave in the same way as they would any other employee. 

 

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