In Great Britain, an employee who is pregnant can take reasonable paid time off from the first day of employment for antenatal care. A qualifying partner has a separate right to attend up to two appointments, but that time is unpaid by law unless the employer offers pay. This guide covers England, Scotland and Wales; for a Northern Ireland job, read the separate Northern Ireland antenatal appointments guide, which explains its pregnancy-notice and appointment-evidence rules.
Pregnant employees get reasonable paid time
Notice and evidence are limited
A partner’s right is separate and unpaid
Pregnant employee: reasonable paid time off
The right begins on the first day of employment. There is no statutory cap on the number of appointments: the time must be reasonable for the antenatal care needed. Acas describes this as including visits to a doctor, nurse or midwife, scans, recommended antenatal or parentcraft classes, pregnancy-related health or fitness classes and relevant mental-health or wellbeing sessions.
Reasonable time can include travel to and from the appointment or class. The employer must pay the employee’s normal rate for the time off. The employee does not have to make the time up later.
Tell the employer and provide evidence if asked
Give the employer as much notice as possible and follow a reasonable notification process. The employer can ask for evidence of the appointment only after the first appointment. Evidence may be an appointment card or another document confirming that the visit is antenatal care; ask the employer to explain what evidence it needs if the request is unclear.
There is no set number of appointments in the legislation. Acas notes that the number can vary with the pregnancy and individual care plan; an employer should consider the circumstances rather than apply an automatic cap. If an appointment is urgent or care changes, notify the employer as soon as practical.
A partner’s right to attend two appointments
An employee who is the pregnant person’s spouse, civil partner or partner can take time off to accompany them to up to two antenatal appointments. An eligible intended parent in a surrogacy arrangement who expects to apply for a parental order can also qualify. Acas describes secondary adopters under the separate adoption-appointment right. For pregnancy appointments, each absence can be up to 6.5 hours including travel. The statutory right is unpaid; an employer may choose to pay.
The partner should tell the employer the appointment date and time. The statutory entitlement is capped at two appointments, so the pregnant employee’s broader reasonable-time right should not be confused with the partner’s separate allowance. A partner planning to take Paternity Leave should check the separate eligibility, notice and pay rules in the Great Britain Paternity Leave guide.
Agency, casual and zero-hours work
Acas says an agency worker generally qualifies for paid time off after completing the 12-week qualifying period in the same role with the same hirer. Casual and zero-hours arrangements can depend on employment status and the facts; Acas recommends considering requests fairly, but the statutory employee entitlement should not be assumed where the person is not legally an employee. Ask the agency or hirer to explain which status and rule they are applying.
Keep the appointment right separate from maternity pay
This right concerns time away from work to attend antenatal care. It is not a Maternity Leave or Statutory Maternity Pay claim, and it does not use the same qualifying tests. The Great Britain Maternity Leave guide explains leave notice and dates, while the UK maternity and paternity pay guide covers statutory payments and Maternity Allowance.
If your concern is a workplace hazard rather than time to attend an appointment, see the separate pregnancy workplace risk and suspension guide for the employer’s assessment, adjustment and full-pay suspension sequence.
A practical request sequence
- 1Tell the employer or agency about the pregnancy and the appointment as early as practical, following its notification process.
- 2Give the appointment date and expected absence, including travel where relevant; ask for a reasonable adjustment if the schedule changes.
- 3If you are pregnant, provide appointment evidence only if requested after the first appointment.
- 4If you are attending as a partner, identify that separate entitlement and check whether the employer pays the statutory unpaid time.
- 5Keep copies of the request, response and any pay record; contact Acas for current workplace-rights guidance if the issue remains unresolved.
If the employer refuses or deducts pay
Ask the employer to explain the decision and pay calculation, and keep copies of appointment notices and payslips. Acas recommends raising the issue with the employer first; a formal grievance may be appropriate. Acas can explain the current options and time limits. Do not rely on a general guide to calculate a tribunal deadline for an individual dispute.