With International Women’s Day fast approaching, women’s rights at work remain firmly in the spotlight – making it a good time to revisit what protections and recent changes every employee should understand.
In the lead‑up to International Women’s Day, these issues are gaining even greater attention — from equal pay to workplace protections and family‑friendly rights. Over recent weeks, women have been prominent in the headlines – from equal pay discussions to workplace protections and family-friendly rights.
For employers and employees alike, understanding women’s rights at work is not just important – it is essential. Below is a practical, plain English guide to key workplace protections, including recent updates around maternity and neonatal leave.
Women’s Rights at Work: Protection from Discrimination
One of the most fundamental women’s rights at work is protection from discrimination under the Equality Act 2010.
It is unlawful for an employer to treat someone unfairly because of their sex. This includes:
- Paying women less than men for equal work
- Refusing promotion due to pregnancy
- Subjecting someone to harassment because of their sex
- Treating part-time female staff less favourably than full timers
Sex discrimination can occur at any stage of employment – from recruitment through to dismissal; there is no minimum period of employment before an employee (or prospective employee) is entitled to claim discrimination.
Equal Pay and Transparency
Equal pay remains a significant issue highlighted around International Women’s Day each year.
Women have the legal right to equal pay for equal work. This means that if a woman is doing the same or similar role as a male colleague, or work of equal value, she should receive the same pay and contractual terms.
Larger employers must publish gender pay gap reports annually. While this does not apply to all businesses, it reflects growing transparency around pay inequality.
Maternity Leave and Pay: A Refresher on Rights
Maternity rights are one of the most well-known workplace protections – but misunderstandings still arise.
Employees are entitled to:
- Up to 52 weeks’ maternity leave
- Statutory Maternity Pay (if eligibility criteria are met)
- The right to return to work (either to their own job or a suitable alternative, depending on eligibility criteria)
- Protection from unfair treatment due to pregnancy and/or maternity leave
- Protection from redundancy during the “protected period” (see below)
Pregnancy and maternity discrimination remains one of the most common workplace issues raised by women.
Employers must not disadvantage someone because they are pregnant, on maternity leave, or exercising maternity rights.
Protection from Redundancy During Pregnancy and After Maternity Leave
Since 2024, changes have strengthened protection for pregnant employees and new mothers.
Redundancy protection now extends beyond maternity leave itself. Eligible employees are protected:
- During pregnancy
- Throughout maternity leave
- For a period after returning to work
This means that if a redundancy situation arises during the protected period, affected employees must be offered suitable alternative vacancies in priority to others.
These extended protections reflect a wider recognition of the challenges women can face when balancing work and family life.
Neonatal Leave and Pay: A Recent Development
Another important recent development is the introduction of statutory neonatal leave.
Whilst this new right was introduced almost a year ago, many employers and employees will, of course, hope they don’t have to use it. Eligible parents whose babies require neonatal care may be entitled to additional leave, separate from maternity or paternity leave.
Neonatal leave is designed to:
- Support parents whose babies spend extended time in hospital
- Reduce the pressure of returning to work while a child is receiving care
- Provide additional statutory pay where eligibility criteria are met
This is a significant step forward for working families and will particularly impact women recovering from childbirth while managing complex medical situations.
Flexible Working and Family-Friendly Rights
Flexible working is often central to discussions about women’s rights at work.
All employees now have the right to request flexible working from day one of employment. While employers do not have to agree to every request, they must consider it reasonably and respond within set timeframes.
Flexible arrangements might include:
- Remote or hybrid working
- Adjusted start and finish times
- Compressed hours
- Part-time working
These rights are not limited to women, but they are frequently relied upon by mothers returning to work. More changes to the flexible working regime are expected following the introduction of the Employment Rights Act 2025.
Why Understanding Women’s Rights at Work Matters
International Women’s Day encourages reflection – but awareness should not be limited to one short period in March.
Understanding women’s rights at work helps employees feel confident in raising concerns. It also helps employers ensure compliance and foster fair, inclusive workplaces.
If you are unsure about your rights – whether relating to discrimination, maternity leave, neonatal leave or flexible working – early advice can clarify your position and outline your options.
An employment law solicitor can provide guidance tailored to your circumstances and help you understand the practical steps available to you. Contact our expert team today for advice.
Disclaimer: The content of this website blog is for general awareness and insight. This is not legal or professional advice and readers should not act upon the information provided, they should seek professional advice based on their own particular circumstances. The law may have changed since this article was published.
FAQs
What should I do if I think I am being treated unfairly at work because I am pregnant?
You may wish to raise the issue internally first. If concerns remain, seeking legal advice can help you understand your options.
How long is maternity leave in the UK?
Eligible employees can take up to 52 weeks’ maternity leave, with statutory pay available for part of maternity leave if criteria are met.
What is neonatal leave?
Neonatal leave provides additional time off for parents whose babies require neonatal hospital care, subject to eligibility rules.
Can my employer refuse a flexible working request?
Employers can refuse requests for specific business reasons, but they must consider the request reasonably and follow a fair process. Changes are expected in the near future following the introduction of the Employment Rights Act 2025.
If you’d like to discuss any of the issues highlighted in this blog or need tailored guidance, we’re here to help. Contact Clare Chappell for expert support.