Shift-planning software and attendance tools usually treat any gap in a rota as something to fill or flag. Antenatal appointments do not fit neatly: they are booked by clinics, often at short notice, and fall in working hours. The Employment Rights Act 1996 gives a pregnant employee a right to paid time off to keep them, and gives a partner a right to time off to go with her to two of them. This page sets out both rights in Great Britain for employees and employers.
The short answer: a pregnant employee who has made an appointment for antenatal care on the advice of a registered medical practitioner, registered midwife or registered nurse is entitled to be permitted to take time off during working hours to keep it (s55), and to be paid at the appropriate hourly rate (s56). An employee with a qualifying relationship with the pregnant woman or expected child may take time off to accompany her to up to two appointments, of up to six and a half hours each (s57ZE).
The pregnant employee
- The right: she is entitled to be permitted by her employer to take time off during her working hours to keep an antenatal appointment made on the advice of a registered medical practitioner, registered midwife or registered nurse (s55(1)). Working hours are any time when, under her contract, she is required to be at work (s55(4)).
- Evidence: except for the first appointment, if the employer asks, she must produce a certificate stating that she is pregnant and an appointment card or other document showing the appointment has been made (s55(2) and (3)).
- Pay: she is entitled to be paid for the absence at the appropriate hourly rate: one week's pay divided by her normal weekly working hours, or a 12 week average where hours vary (s56(1) to (3)).
- Remedy: if the employer unreasonably refuses the time off, a tribunal must order it to pay twice the pay she would have been entitled to; if it fails to pay, the amount due (s57(4) and (5)). The complaint must be presented within six months of the appointment, for appointments to which the six month limit applies (s57(2)); check which period applies to earlier appointments.
Partners and other qualifying employees
- Who qualifies: the pregnant woman's husband or civil partner, a person living with her in an enduring family relationship who is not a relative, the father of the expected child, a parent under sections 42 or 43 of the Human Fertilisation and Embryology Act 2008, and potential applicants for a parental order under section 54 or 54A of that Act (s57ZE(7)).
- How much: no more than two occasions per pregnancy, and up to six and a half hours on each (s57ZE(2) and (3)). The appointment must be made on the advice of a registered medical practitioner, registered midwife or registered nurse (s57ZE(4)).
- Declaration: if the employer asks, the employee must give a signed declaration, which may be electronic, stating the qualifying relationship, the purpose, that the appointment is on professional advice, and its date and time (s57ZE(5) and (6)).
- Pay: section 57ZE gives a right to time off; unlike section 56 for the pregnant employee, it does not provide for pay for that time.
- Remedy: if the employer unreasonably refuses, a tribunal must make a declaration and order a payment calculated from the employee's appropriate hourly rate and the hours refused (s57ZF).
- Agency workers: equivalent rights apply against the temporary work agency and the hirer (s57ZG).
Practical steps
- Employers: give rota and attendance tools a category for antenatal time off that is not recorded as absence, lateness or a missed shift and does not reduce pay, bonus or scores. Make sure managers can approve it quickly when a clinic gives short notice, and keep the evidence and declarations the law allows you to ask for.
- Employees: tell your employer the date and time of the appointment, and keep the appointment card or letter. If an automated rota marks the time as unauthorised or docks pay, raise it in writing.
For wider protection from unfavourable treatment, see pregnancy and maternity detriment; for changes to tasks or shifts, risk assessment for new and expectant mothers; for adopters, time off for adoption appointments; for leave and pay after the birth, family leave pay. These provisions extend to England, Wales and Scotland. This page is general information on the law in Great Britain as at 1 November 2026, not legal advice.
Questions and answers
Is time off for antenatal appointments paid?
For the pregnant employee, yes: she is entitled to be paid at the appropriate hourly rate (Employment Rights Act 1996, s56). The partner's right to accompany her under s57ZE does not include pay.
How many appointments can a partner attend?
Up to two per pregnancy, with up to six and a half hours off on each occasion (s57ZE(2) and (3)).
Can my employer ask for proof?
For appointments after the first, a pregnant employee must show a certificate of pregnancy and an appointment card or similar if asked (s55(2) and (3)). A partner can be asked for a signed declaration (s57ZE(5) and (6)).
What if the rota system refuses the time off?
If the employer unreasonably refuses, a tribunal must order it to pay the pregnant employee twice the pay she would have received (s57(4)); for a partner, an amount based on the hourly rate and hours refused (s57ZF).