Financial & Legal News

Both parents now allowed time off for antenatal appointments

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In an attempt to get both parents involved in family life from the earliest stages of pregnancy dads and same sex partners are now to be allowed time off for ante-natal appointments.

From 1 October 2014, expectant fathers, or the partner of a pregnant women, will be entitled to take unpaid time off work to attend up to two antenatal appointments with their partner.  There is no qualifying period for the leave it is allowed from day one of employment.  Agency workers must have been with the same hirer for 12 weeks.

This time off is capped at up to six and a half hours each appointment and employers may require employees and agency workers to comply with certain formalities for applying for time off to accompany a woman to an ante natal appointment.  

The time off is for the person who has a relationship with the pregnant women and are:

•        The baby’s father

•        The expectant mother’s spouse, civil partner, partner of either sex in a long standing relationship or

•        Intended parents in a surrogacy arrangement if a Parental Order is to be made.

If a man is an expectant father with two different women he is allowed time off to be with each pregnant partner, but as always there is no absolute right to attend the appointment, it is only a right to time off work to accompany, not attend - that is the decision of the pregnant woman who she wants with her at the time.

Employees or agency workers entitled to the ante-natal time off and denied by their employer/hirer can complain to the Employment Tribunal within a three month period.  If the Tribunal upholds the complaint it must make a declaration and order compensation calculated as twice the hourly rate of pay for each of the hours that the person would have taken off if the right had been respected.


For further advice on the time off to accompany a pregnant woman to ante-natal appointments new ruling, please contact

Please note that the information and opinions contained in this article are not intended to be comprehensive, nor to provide legal advice. No responsibility for its accuracy or correctness is assumed by Pearson Solicitors and Financial Advisers Ltd or any of its members or employees. Professional legal advice should be obtained before taking, or refraining from taking, any action as a result of this article.

This blog was posted some time ago and its contents may now be out of date. For the latest legal position relating to these issues, get in touch with the author - or make an enquiry now.

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