Breaking News: Tips for Announcing Pregnancy at Work

Pregnancy is one of the most exciting journeys you'll embark on in your life. It's the first step towards parenthood and is full of developmental milestones and new experiences. One of which is breaking the news of your pregnancy at work. Whether you opt to send a pregnancy announcement email at work or you only inform your close colleagues, going about it in the right way is important.

Here at The Little Green Sheep, we've pooled our knowledge to help you plan how you're going to announce your pregnancy at work, as well as tips on how to navigate transitions from your regular work life into maternity leave. So, let's dive in!

Preparing to Announce Your Pregnancy at Work


Announcing your pregnancy at work can be a huge step in your journey to parenthood. Making a pregnancy announcement to coworkers can make the process feel very real and can also change the dynamics between you and your team at work. Therefore, it's important to make sure you're as prepared as possible before making the announcement.

Timing Your Announcement: When is the Right Moment?

Deciding when to share the news of a pregnancy at work is a personal choice that depends on various factors. For some, the end of the first trimester, usually around the 12-week mark, may influence their decision as the risk of complications significantly reduces, and it's a common time for many to announce their pregnancy.

On the other hand, some may prefer to wait until noticeable physical changes occur or until they have completed specific pregnancy-related appointments and scans. Those in physically demanding jobs might need to inform their employers earlier for safety reasons.

Discussing With Your Partner First

Having a conversation with your partner about your pregnancy announcement before sharing the news at work is an important step. This discussion allows both of you to agree on the timing and approach of the announcement, ensuring that you're both comfortable with the decision.

It also provides an opportunity to talk about any potential impact on your professional life. Since this decision can affect both of your careers and requires planning for maternity leave, it's crucial to have open and honest conversations. This shared decision-making experience can strengthen your bond as a couple and present a united front as you embark on this exciting parenting journey together.

Telling Your Manager or Supervisor

The first step in announcing your pregnancy at work is to inform your manager or supervisor. Your employment contract will state who you should inform when you find out you're pregnant if you're not sure. You don't have to tell your employer you're pregnant straight away. Legally, you can wait until the 15th week before your estimated due date.

With that being said, if your pregnancy may affect your ability to do your job or you or your baby may be put at risk during the course of carrying out your work duties, the sooner you inform them, the better, as accommodations can be made.

Schedule a Private Meeting

Arranging a private meeting with your manager or supervisor to share the news of your pregnancy is an important step. This one-on-one conversation allows you to convey the information in a professional and considerate manner, giving your superior ample time to process the news and plan accordingly.

By taking this approach, you can avoid office gossip and preserve both your privacy and your manager's role in supporting your transition. During the meeting, you can discuss your expected maternity leave dates and any necessary adjustments to your role during your pregnancy.

What to Communicate and How to Address Potential Concerns

During your 1-1 meeting, it's important to come prepared to discuss important accommodations and milestones that relate to your pregnancy within the workplace. These include:

  • The estimated due date and potential start date for your maternity leave
  • Your thoughts on how your duties can be managed during your absence
  • Your plans for after maternity leave.
  • Reassuring your manager that you're committed to a smooth transition is a good idea.

Addressing any concerns is a crucial part of this conversation. If your job involves physical tasks or long hours that may be challenging during your pregnancy, it might be necessary to discuss potential accommodations.

Additionally, if you have any health issues that could affect your ability to perform certain tasks, it's important to communicate this information.

Informing Your Colleagues


Once your supervisor has been informed, it's up to you when you want to inform your colleagues. Depending on how your workplace is structured and what your relationship is like with your coworkers, you might want to tell a few closer colleagues first, or you might want to get it out of the way with a simple team-wide email.

Deciding Who to Tell and When

Deciding whom to share your pregnancy news with and when is a thoughtful process. It can be helpful to confide in a select few close colleagues before making a broader announcement, especially if you need support or understanding during the early stages.

When choosing whom to confide in, consider their ability to respect your privacy and avoid spreading rumours in the workplace. While you may feel inclined to share your exciting news, it's important to avoid premature disclosure that could lead to unintended information spreading before you're ready for a wider announcement.

How to Announce Pregnancy at Work By Email

Crafting the right email to announce your pregnancy at work is a delicate balance of personal joy, professional courtesy, and factual information. Here's a step-by-step guide to help you craft that email:

  1. Subject Line: Start with a clear and concise subject line like "Exciting Personal News to Share".
  2. Greeting: Use a general greeting such as "Dear Colleagues" or "Dear [Company Name] Team".
  3. The Announcement: Begin the body of your email with your joyous news. You might say, "I am writing to share some exciting personal news—I am expecting a baby!"
  4. Timing: Share your due date and expected maternity leave period if you are comfortable doing so at this stage. This will help your team plan for your absence.
  5. Professionalism: Assure your colleagues that you’ve discussed this with your manager, and plans are being put in place to manage your workload during your maternity leave. This will show your co-workers that you've been proactive and considerate about maintaining professionalism in the workplace.
  6. Closing: Wrap up your email by expressing your excitement to share this journey with them and your commitment towards ensuring a smooth transition during your leave.

Understanding Your Rights and Company Policy

In the United Kingdom, pregnant employees are covered by legal rights that protect their jobs and afford them certain accommodations. These rights apply to all pregnant employees regardless of where they work. Your job may also have some additional policies in place that you should familiarise yourself with when disclosing your pregnancy to your supervisor.

Legal Protections For Pregnant Employees

In the United Kingdom, pregnant employees are granted several legal protections to ensure their safety and rights during this significant period. These protections are stipulated under the Equality Act 2010 and the Employment Rights Act 1996.

  1. Right to Paid Time Off For Antenatal Care: Expectant mothers have a statutory right to paid time off for antenatal care, which includes appointments and classes recommended by a registered medical practitioner, midwife, or nurse.
  2. Protection Against Discrimination: Under the Equality Act 2010, it's unlawful for employers to discriminate against employees because of pregnancy or maternity. This protection applies during the 'protected period', from the beginning of the pregnancy to the end of the maternity leave.
  3. Health and Safety Rights: Employers should conduct a risk assessment to identify any workplace risks that may affect pregnant employees or new mothers. If risks are identified, reasonable adjustments must be made to the employee's working conditions or hours. If adjustments cannot be made, the employer must offer suitable alternative work or, if that is not possible, suspend the employee on full pay.
  4. Maternity Leave: All pregnant employees have a right to 52 weeks of maternity leave, irrespective of how long they have worked for their employer. This includes 26 weeks of 'Ordinary Maternity Leave' and 26 weeks of 'Additional Maternity Leave'.
  5. Maternity Pay: Eligible employees are entitled to Statutory Maternity Pay for up to 39 weeks, which is paid at 90% of the average weekly earnings for the first 6 weeks, followed by £151.97 or 90% of their average weekly earnings (whichever is lower) for the next 33 weeks.
  6. Protection Against Unfair Dismissal: It's unlawful to dismiss an employee because of pregnancy, childbirth, or maternity leave. If an employee is dismissed for any of these reasons, it's automatically deemed unfair dismissal.

Remember, it's essential to familiarise yourself with your rights and obligations and to seek advice if you believe you're being treated unfairly due to your pregnancy.

Planning Your Maternity Leave


Whether you plan to take all your maternity leave or are only going to be out for a few months, helping your employer plan for your absence can make the process a lot smoother and less stressful for all sides. This can help you completely focus on your new family when you finally get to your maternity leave.

Preparing For a Seamless Transition

Ensuring a smooth transition during your maternity leave is crucial for several reasons. Firstly, it shows your commitment and responsibility to your role and organisation, reinforcing your professional integrity. It also minimises any potential disruption to the workflow, ensuring that projects continue to progress seamlessly in your absence.

Also, a well-planned transition can create a comfortable environment for the person temporarily stepping into your role, equipping them with the necessary information and tools to effectively execute the job.

Actively participating in the transition process can also alleviate any work-related stress or worry during your maternity leave, which allows you to focus on your health and the newest addition to your family.

Setting Boundaries for Pregnancy Discussions at Work

As an expectant mother, it is completely acceptable and wise to set boundaries about discussing your pregnancy at work. Pregnancy is a personal and private matter, and you have the right to share only what you feel comfortable with. It's okay to politely decline to answer overly personal questions or disengage from discussions that make you uneasy.

You can kindly say, "I appreciate your interest, but I prefer to keep the details of my pregnancy private," or "During office hours, I prefer to focus on work-related matters." Be assertive yet respectful when asserting your boundaries. Remember, prioritising your comfort and well-being during this transformative period is crucial.

The Roundup: How to Announce a Pregnancy at Work

Ultimately, announcing your pregnancy at work involves considerations of professionalism, respect, and courtesy. It's a personal journey that intersects with your professional life, requiring thoughtful decision-making about disclosure and discussions.

Remember, it's important to be familiar with your rights as a pregnant employee and to ensure your comfort and well-being in the workspace during this transformative period.

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For more pregnancy and parenting tips and advice, check out The Little Green Sheep Journal.


The right time to announce your pregnancy at work varies depending on individual circumstances. It's wise to inform your manager before making a broader announcement. Always consider your comfort, the nature of your job, and any workplace policies while deciding the right time to announce. Many choose to share the news more widely after the first trimester when the risk of complications has significantly decreased.

When it comes to informing your company about your maternity leave, it's important to discuss this first with your manager or supervisor. Dates and length should be agreed on before any announcements are made to the wider company. Once details have been worked out, sending an email to colleagues who will be affected is fine. Make sure you keep your email to the point and focus on dates.

You should never feel guilty for calling in sick when pregnant. Your health and your baby's health are of utmost importance. If you are unwell, it's essential to rest and recover. Be open with your employer, and remember that your rights as a pregnant employee are protected by law. It's always better to put your health first.

Yes, under UK law, pregnant employees are entitled to more frequent breaks. The Workplace (Health, Safety and Welfare) Regulations 1992 stipulates that employers must provide suitable rest facilities for pregnant and breastfeeding employees. If a risk assessment finds that a pregnant or breastfeeding employee needs to take more frequent breaks, the employer is legally obligated to provide these.