When is a new or expectant mothers risk assessment required?
Updated · UK law and HSE guidance
Short answer
Employers must consider women of childbearing age in the general workplace assessment. They must complete an individual assessment when a worker gives written notice that she is pregnant, breastfeeding or gave birth within the previous six months. Review it regularly; if risk remains, adjust work, offer suitable alternative work, then suspend on full pay.
| Individual assessment trigger | Written notification from the worker |
|---|---|
| Covered status | Pregnant, breastfeeding or gave birth in the last 6 months |
| Review | Regularly as pregnancy progresses and after significant change |
| Control order 1 | Adjust working conditions or hours |
| Control order 2 | Offer suitable alternative work on the same terms, including pay |
| Control order 3 | Suspend on full pay for as long as necessary |
When the individual assessment starts
The general assessment must already consider work that could pose risk to women of childbearing age and to a new or expectant mother or baby. Once a worker notifies the employer in writing that she is pregnant, breastfeeding or gave birth within six months, the employer must assess her specific work and needs. Discuss concerns and consider medical advice from her doctor or midwife.
- Consider physical, biological and chemical agents
- Include working conditions, processes, hours and travel
- Share recorded findings with the worker and her representative where applicable
Review throughout changing circumstances
Review regularly because dexterity, agility, coordination, reach and other relevant factors may change as pregnancy progresses. Review again after any significant change to the work or workplace and when new medical advice is supplied. Keep the conversation individual and confidential; two people at the same pregnancy stage may have different work, symptoms or clinical recommendations.
- Set review points without waiting for the worker to identify every change
- Update controls promptly
- Do not make assumptions about capability based only on pregnancy
Follow the required control sequence
First control or remove the risk, including adjusting working conditions or hours where reasonable and effective. If that cannot avoid the risk, offer suitable alternative work on appropriate terms, including pay. If neither option is possible, suspend the worker on paid leave for as long as necessary. Explain and document the decision. SitePaper can generate an individual assessment for competent, sensitive review.
- Treat suspension as the final protective step, not the first
- Revisit the decision when work or medical circumstances change
- Coordinate health-and-safety action with employment obligations
Sources
This guide summarises UK law and HSE guidance for small businesses. It is not legal advice; check the sources and your own circumstances.