What employers need to know
The Westminster Government has unveiled significant plans to strengthen dismissal protections for pregnant employees, new mothers and certain other parents, marking another major development in its wider Make Work Pay employment law reforms.
The changes, announced following a public consultation, will create a higher legal threshold for employers seeking to dismiss employees during pregnancy, maternity leave and for the 6 months following a return from maternity leave.
Why are the rules changing?
Responses to the Government’s consultation and wider evidence has highlighted that whilst redundancy protections can provide safeguards in certain circumstances, the protection for pregnant women and those returning from maternity leave is limited in scope. As a result, it was noted that many women continue to experience vulnerability during pregnancy, maternity leave and in the period following their return to work.
Following consultation with employers, trade unions, legal professionals and employees, the Government has decided to introduce a stronger legal framework designed to ensure dismissal is considered only after reasonable alternatives have been explored, therefore strengthening the protection for women during pregnancy, maternity and for 6 months following a return to work.
A new legal test for dismissal
The change is a significant one as it replaces the current and well-established unfair dismissal test during the protected period.
At present, when considering the fairness of the dismissal, Employment Tribunals assess whether an employer’s actions fell within the “band of reasonable responses” available to a reasonable employer.
Under the new framework, the employer will still have to show that the dismissal is for one of the potentially fair reasons (conduct, capability, statutory restriction, redundancy or some other substantial reason) but instead of simply asking whether the employer has acted reasonably, dismissals during the protected period will instead be assessed using a proportionality test, with the Tribunal determining whether the decision to dismiss was a proportionate means of achieving a legitimate aim (which is the test used in relation to indirect discrimination).
This means employers will need to:
- Identify the legitimate business objective that is being furthered by the dismissal
- Demonstrate that dismissal was a proportionate way of achieving that objective
- Show that less severe alternatives were not reasonably available
Examples of alternatives may include:
- Temporary changes to a role
- Additional support or training
- Redeployment opportunities
- Other measures that could enable the employee to remain in work
This is a much higher threshold than you would normally find in unfair dismissal, therefore increasing the burden on the employer in such dismissals.
When will protection begin and how long will it last?
The Government has confirmed that enhanced dismissal protection will become a day one employment right, meaning there will be no qualifying service requirement.
Protection will begin once an employee informs their employer that they are pregnant and will apply from that date, throughout the pregnancy, during the period of maternity leave and for 6 months after the maternity leave ends.
Where an employee is not entitled to maternity leave, protection will continue for two weeks following the end of the pregnancy.
Protections extended to other forms of family related leave
Importantly, the Government has decided that similar protections should apply to other forms of family-related leave.
Adoption leave
Employees taking adoption leave will benefit from protection during their leave and for six months following the end of the adoption leave.
Enhanced dismissal protections will also extend to:
- Shared Parental Leave
- Neonatal Care Leave
- Bereaved Partner’s Paternity Leave
Protections will again apply during the period of leave and for 6 months following the end of the leave where at least six continuous weeks of leave is taken.
What does this mean for employers?
The reforms do not create a blanket ban on dismissals.
Employers will still be able to dismiss employees where there is a legitimate reason and dismissal is proportionate in the circumstances. However, the expectation is that employers will take meaningful steps to consider alternatives before reaching that point.
This means organisations should be prepared to demonstrate:
- Clear business justification
- Thorough consultation
- Consideration of alternative options
- Robust documentation of decision-making processes
For many employers, manager training will also become increasingly important to ensure decisions are legally defensible, consistently applied, and well documented.
When does the change take effect?
On 22 October 2026, the Government updated its implementation timetable and confirmed that the enhanced dismissal protections for pregnant women, new mothers and other parents taking family related leave will take effect in October 2027.
How Refreshing Law can help
The proposed reforms represent a significant shift in employment law and place greater emphasis on demonstrating fairness, proportionality and meaningful consideration of alternatives to dismissal.
Refreshing Law can help employers review policies, assess risk, train managers, and prepare for the enhanced protections before they come into force, ensuring compliance while supporting fair and effective workplace practices.
CONTACT US
We’re here to help with any questions or concerns you may have. Whether you need expert advice or would like an initial conversation about our services, pricing, or the options available, please don’t hesitate to get in touch. At Refreshing Law, what sets us apart from other law firms is that you’ll get to speak to an experienced employment lawyer right from the very first call.
lreynolds@refreshinglawltd.co.uk
Lousha Reynolds
Refreshing Law
