Last updated: May 2026
Reviewed against current guidance from Acas, Citizens Advice, and GOV.UK.
Pregnancy can affect everyone differently. Some people continue working throughout with few problems, while others may need time off because of severe morning sickness, fatigue, stress, anxiety, back pain, or pregnancy complications.
Many employees are unsure how pregnancy sick leave works in the UK – especially when it comes to Statutory Sick Pay (SSP), maternity pay, fit notes, and workplace rights. Questions like ‘Can I get SSP while pregnant?’, ‘Does pregnancy sickness affect maternity pay?’, and ‘When does maternity leave start automatically?’ are very common.
Understanding the rules early can help you avoid unnecessary stress later in pregnancy.
ℹ️ Quick summary: Pregnancy sick leave rights in the UK • Pregnancy-related illness can qualify for SSP under normal SSP rules |
Can You Take Sick Leave During Pregnancy in the UK?
Yes. Employees in the UK can take sick leave during pregnancy if they are medically unwell and unable to work. Pregnancy can be unpredictable, and symptoms vary significantly from person to person.
Pregnancy-related sickness may include:
- Morning sickness (ranging from mild to severe)
- Hyperemesis gravidarum (extreme nausea and vomiting)
- Fatigue and extreme exhaustion
- Pelvic girdle pain
- Back pain
- Headaches
- Pregnancy-related anxiety or stress
- Bleeding or pregnancy complications
- Mental health difficulties linked to pregnancy
- Pregnancy-related high blood pressure or pre-eclampsia
According to Acas guidance on pregnancy at work, employees who are unable to work because of pregnancy-related sickness should report sickness in the usual way and receive any sick pay they are entitled to.
What Counts as Pregnancy-Related Sickness?
Pregnancy-related sickness refers to illnesses or symptoms directly connected to pregnancy. Examples include:
- Hyperemesis gravidarum
- Severe morning sickness
- Pregnancy-related depression or anxiety (perinatal mental health conditions)
- Pregnancy-related high blood pressure
- Extreme fatigue caused by pregnancy
- Pelvic girdle pain
- Pregnancy complications requiring medical monitoring
Not every illness during pregnancy is automatically classed as pregnancy-related. For example:
- A cold or flu would usually be treated as normal sickness absence
- A non-pregnancy injury would normally follow standard sick leave rules
If there is uncertainty, an employer may ask for a fit note confirming the sickness is related to pregnancy.
Can You Be Signed Off Work for Morning Sickness?
Yes. Severe morning sickness can qualify for pregnancy-related sick leave. The clinical term for severe pregnancy sickness is hyperemesis gravidarum – a condition that affects up to 3% of pregnant women and can cause severe nausea, repeated vomiting, dehydration, and significant weight loss.
If symptoms are severe, a GP or another authorised healthcare professional may issue a fit note recommending time off work. Pregnancy-related sickness absence should usually be recorded separately from standard sickness absence procedures.
Statutory Sick Pay (SSP) During Pregnancy: 2026 Rules
Pregnancy-related illness can qualify for SSP under normal SSP rules, although special rules apply close to maternity leave. From 6 April 2026, the Employment Rights Act 2025 introduced the most significant changes to SSP since 1983:
| SSP rule | From 6 April 2026 |
| When SSP starts | Day 1 of sickness absence (three-day waiting period abolished) |
| Lower Earnings Limit | Removed – all employees eligible regardless of earnings |
| SSP rate | £123.25/week or 80% of average weekly earnings, whichever is lower |
| Maximum duration | Up to 28 weeks (196 days) |
| Linked periods | Periods of illness separated by 8 weeks or less are linked and counted together toward the 28-week limit |
To qualify for SSP, you generally must:
- Be classed as an employee (from 6 April 2026, zero-hours and low-paid workers are now eligible)
- Be off sick for at least one qualifying day
- Follow your employer’s sickness reporting procedures
SSP is paid by your employer, not directly by the government. For full detail, read our full guide to SSP changes 2026 UK.
| ⚠️ Important for pregnancy: Once Statutory Maternity Pay (SMP) begins, SSP is no longer payable. You cannot receive both at the same time. SSP also cannot be claimed during maternity leave itself – it is only available before your maternity leave starts. |
Does Pregnancy Sick Leave Affect Maternity Pay?
Potentially, yes. This is one of the most important pregnancy sick pay rules to understand – and one of the most commonly missed.
Statutory Maternity Pay (SMP) is based on your average weekly earnings during a specific 8-week qualifying period before maternity leave begins.
How the SMP Qualifying Period Works
| Stage | Detail |
| Qualifying week | The 15th week before your Expected Week of Childbirth (EWC). Count 15 weeks back from the Sunday before your due date. |
| 8-week averaging period | The 8 weeks ending on the Saturday of the qualifying week. Your average weekly earnings are calculated over this period. |
| Minimum earnings threshold | You must earn at least an average of £129/week during this period to qualify for SMP. |
| First 6 weeks of SMP | Paid at 90% of your average weekly earnings (AWE) |
| Remaining 33 weeks | £194.32/week or 90% of AWE, whichever is lower (from 6 April 2026) |
If you are off sick during the 8-week qualifying period and receiving SSP rather than your usual salary, your average weekly earnings figure will be lower. This directly reduces both your entitlement to SMP and the amount of the first 6 weeks at 90%.
According to Acas guidance on SMP eligibility, if someone is off sick during the 8 weeks before the qualifying week, they may only receive statutory sick pay in that period, and this may affect their right to SMP.
⚠️ Practical example: If your usual weekly earnings are £600, your SMP for the first 6 weeks would be £540/week (90%). If you are on SSP (£123.25/week) for several weeks of the 8-week qualifying period, your average earnings figure drops significantly – potentially reducing your 90% SMP payment substantially. If you are concerned about how sick leave might affect your maternity pay, speak with your HR or payroll team as early as possible. They can calculate your qualifying period dates and advise on the impact. |
If you do not qualify for SMP – for example, because your earnings were too low during the qualifying period – you may still be entitled to Maternity Allowance (MA) from DWP, provided you have been employed or self-employed for 26 weeks in the 66 weeks before your baby is due.
When Does Maternity Leave Start Automatically?
Maternity leave can start automatically before your planned start date in one specific situation:
- You are absent from work with a pregnancy-related illness, AND
- The sickness absence occurs during the final 4 weeks before the week your baby is due
In this situation:
- Your maternity leave starts the day after the first day of that pregnancy-related sickness absence
- Your Statutory Maternity Pay begins at the same time
- Once SMP begins, SSP is no longer payable for the same absence
According to Acas pregnancy sickness guidance, maternity leave starts the day after the first day of pregnancy-related sickness absence during the final 4 weeks before the expected week of childbirth.
| ℹ️ Key distinction: This automatic trigger only applies to pregnancy-related sickness in the final 4 weeks. Non-pregnancy illness during this period does not trigger automatic maternity leave – you continue receiving SSP until either the week your baby is due or the date you had already planned to begin maternity leave. |
SSP Rules for Non-Pregnancy Illness During Pregnancy
If your illness is unrelated to pregnancy – a flu, a non-pregnancy injury, a stomach bug – normal sickness absence rules apply. You may continue receiving SSP until:
- The week your baby is due, OR
- The date you chose for maternity leave to begin
Non-pregnancy illnesses are treated in the same way as ordinary sickness absence, without the automatic maternity leave trigger that applies to pregnancy-related sickness in the final 4 weeks.
Pregnancy Rights at Work in the UK
Employees in the UK have important legal protections during pregnancy under the Equality Act 2010. Pregnancy and maternity are protected characteristics. Employers must not subject employees to unfavourable treatment because of:
- Pregnancy
- Pregnancy-related illness
- Maternity leave
- The exercise of maternity rights
Dismissal for a reason connected to pregnancy or maternity is automatically unfair under UK employment law. There is no qualifying service requirement to bring this type of claim – it applies from day one of employment. Compensation is uncapped.
Employers should also consider supportive workplace adjustments where appropriate. Examples include:
- Flexible hours
- Extra breaks
- Temporary home working
- Adjusted duties or reduced workload
- Occupational health referral
Can Pregnancy Sickness Be Used Against You at Work?
Generally, no. Pregnancy-related sickness absence should normally be recorded separately from ordinary sickness absence.
According to Acas guidance, pregnancy-related absence should not usually count towards any review or trigger points in the absence policy. Employers should not:
- Use pregnancy sickness unfairly in disciplinary procedures
- Include pregnancy-related absence in attendance management trigger thresholds
- Pressure employees to work while medically signed off
- Use pregnancy-related absence as a factor in performance reviews
If an employer does include pregnancy-related absence in absence management processes in a way that disadvantages the employee, this may constitute pregnancy discrimination under the Equality Act 2010.
Redundancy Protection During Pregnancy
Employees who are pregnant have significant additional legal protections during redundancy situations.
Since 6 April 2024, pregnant employees and those on maternity leave have extended redundancy protection. Protection starts when an employee tells their employer they are pregnant and usually continues until 18 months after the baby is born. If the exact birth date is not provided, protection lasts until 18 months after the expected week of childbirth.
During this protected period, if suitable alternative vacancies exist, employers must offer them to eligible employees with redundancy protection before other employees.
| Situation | Redundancy protection period |
| Normal pregnancy and birth | From when employer is notified of pregnancy until 18 months after birth |
| Miscarriage before 24 weeks | Protection ends 2 weeks after the pregnancy ends |
| Stillbirth after 24 weeks | Protection continues for 18 months from the birth date |
| Birth date not provided to employer | 18 months after the expected week of childbirth |
Employers should not select someone unfairly for redundancy because they are pregnant or off sick with a pregnancy-related illness. If you believe you have been treated unfairly, seek advice from Acas, Citizens Advice, or an employment solicitor.
Mental Health Sick Leave During Pregnancy
Mental health problems during pregnancy are more common than many people realise. Perinatal mental health conditions (conditions arising during pregnancy and the first year after birth) affect approximately 1 in 5 women in the UK.
Some employees may experience:
- Antenatal depression
- Anxiety during pregnancy
- Panic attacks
- Stress-related symptoms
- Sleep difficulties
- Emotional exhaustion
- Tokophobia (extreme fear of childbirth)
Mental health conditions during pregnancy may qualify for sickness absence and SSP if they affect your ability to work. Employers should respond sensitively and consider appropriate support where possible.
Read our guide to mental health sick leave in the UK for full information on getting a fit note for mental health conditions.
Fit Notes During Pregnancy
If you are off work sick for more than 7 consecutive calendar days, your employer may ask for a fit note. Since the July 2022 reforms, fit notes no longer require a physical ink signature and can be issued digitally by email.
Fit notes can be issued by:
- GPs
- Registered nurses
- Pharmacists
- Physiotherapists
- Occupational therapists
A fit note may state that you are:
- Not fit for work – you cannot work at all during the specified period
- May be fit for work with adjustments – you could work with changed duties, hours, or environment
For the first 7 calendar days, you can self-certify your absence without a fit note. Learn how fit notes work in the UK.
Can Employers Contact You During Pregnancy Sick Leave?
Employers may contact employees during sickness absence for reasonable work-related purposes, such as:
- Checking on wellbeing
- Discussing return-to-work plans
- Confirming sick pay or documentation requirements
- Discussing workplace adjustments
Contact should remain reasonable and supportive. Employees should not feel pressured to work while signed off sick. Excessive or intrusive contact during sickness absence may constitute a breach of duty of care.
Keeping In Touch (KIT) Days
Once maternity leave has started, employees may work up to 10 Keeping In Touch (KIT) days during maternity leave without bringing the leave to an end or losing a week of SMP. KIT days are optional and must be agreed between employer and employee. Pay for KIT days is a matter for agreement – the minimum is that any contractual pay for the KIT day must offset any SMP paid for that week.
KIT days can be useful for training, team meetings, or a gradual transition back – but they cannot start until maternity leave has already commenced. They do not apply during sick leave before maternity leave begins.
Common Scenarios
Scenario 1: Signed off at 30 weeks with pelvic girdle pain
You are signed off at 30 weeks. Your due date is in 10 weeks. This is not within the final 4 weeks before your due date, so maternity leave does not start automatically. You receive SSP (£123.25/week or 80% AWE from April 2026). When you reach the final 4 weeks before your due date and are still off with a pregnancy-related illness, maternity leave starts automatically from the next day. Impact on SMP: If this sick leave falls within the 8-week qualifying period for SMP, the lower SSP earnings may reduce your average weekly earnings and therefore your SMP calculation. |
Scenario 2: Flu at 38 weeks (non-pregnancy illness)
You contract flu at 38 weeks, 2 weeks before your due date. Flu is not pregnancy-related. In this case, normal sickness rules apply. You receive SSP. Your maternity leave does NOT start automatically – the automatic trigger only applies to pregnancy-related illness. You continue on SSP until either your chosen maternity leave start date or the week your baby is due. |
Scenario 3: Off sick during the SMP qualifying period
Your baby is due on 15 August 2026. The qualifying week is the 15th week before this – approximately the week of 1 May 2026. The 8-week averaging period runs from approximately 5 March to 30 April 2026. If you are on SSP for most of those 8 weeks (earning £123.25/week rather than your usual £600/week), your average earnings for SMP purposes may drop significantly. The first 6 weeks of SMP at 90% of those reduced average earnings could be substantially lower than 90% of your normal salary. Speak to HR or payroll as early as possible if this scenario applies to you. |
Frequently Asked Questions (FAQs)
Yes. Pregnancy-related illnesses can qualify for Statutory Sick Pay (SSP) if you meet the normal SSP eligibility rules. From 6 April 2026, SSP is payable from day one of sickness absence at £123.25/week or 80% of average weekly earnings, whichever is lower.
It can. Receiving SSP instead of your full salary during the 8-week qualifying period before your SMP qualifying week may reduce your average weekly earnings, which in turn reduces your Statutory Maternity Pay – particularly for the first 6 weeks at 90%. Speak to HR or payroll early if you are concerned.
Yes. Morning sickness and severe pregnancy sickness (including hyperemesis gravidarum) can qualify as pregnancy-related illness. If symptoms are severe enough to prevent you from working, a GP can issue a fit note.
Yes. A GP or another authorised healthcare professional may issue a fit note if pregnancy symptoms affect your ability to work. Fit notes are issued after a clinical assessment and can be digital. You can self-certify for the first 7 calendar days without a fit note.
If pregnancy-related sickness occurs during the final 4 weeks before your expected week of childbirth, maternity leave starts automatically the day after the first day of that sickness absence. For non-pregnancy illness in the same period, normal sickness rules continue until your chosen maternity leave start date.
Yes. Mental health conditions during pregnancy – including antenatal depression, anxiety, panic attacks, and stress – may qualify for sickness absence and SSP if they affect your ability to work safely or effectively.
No. Employees are protected against pregnancy and maternity discrimination under the Equality Act 2010. Dismissal connected to pregnancy or maternity is automatically unfair with no qualifying service period and no cap on compensation.
If you are absent from work due to a pregnancy-related illness during the 4 weeks before your Expected Week of Childbirth (EWC), your maternity leave starts automatically the next day. Your employer should be notified as soon as reasonably practicable.
The qualifying week is the 15th week before your Expected Week of Childbirth. To find it, count 15 weeks back from the Sunday before your due date. You need to have been employed for at least 26 weeks up to this point, and earned at least an average of £129/week in the 8 weeks before it.
⚠️ Disclaimer: This article is for general informational purposes only and does not constitute legal, medical, or employment advice. Rules may change. Always check GOV.UK, Acas, and Citizens Advice for the most current guidance applicable to your circumstances.
