Discriminatory views about maternity leave remain widespread, with some UK employers openly admitting they would avoid hiring pregnant women – according to new research from the University of Bath.
The study, published in Social Policy & Society, spoke to 37 managers across England, Scotland, and Wales. It found a stark divide: some employers fully back maternity leave, while others see it as a costly disruption and, in some cases, openly justify discriminatory practices. The research grouped employers into three types: risk-averse, most resistant and often openly discriminatory; business-first, offering conditional support depending on role; and value-driven, prioritising fairness, empathy and inclusion.
Risk-averse employers
Smaller firms with little experience managing leave were often the most resistant. One small business partner admitted: “Yes, I would discriminate against a pregnant applicant… I wouldn’t say anything to her face, but I wouldn’t recruit her.”
Besides costs, managers in this group justified opposition by accusing women of “playing the system” and describing new mothers as “fragile” or inflexible – against expectations of the ‘ideal’ worker.
Business-first employers
This group offered practical, conditional support, but only for junior or lower-status roles. For senior, specialist, or client-facing roles, higher costs and the perceived need for constant availability, presence, and full-time visibility were barriers to support. One CEO explained: “If I was employing a head of service… you pick the one who isn’t going to be away for a year and come back exhausted.”
Value-driven employers
Predominantly women and HR managers, this group treated maternity leave as a matter of fairness and inclusion, emphasising equal treatment across all job levels. For many, personal experience and empathy shaped this outlook.
While some acknowledged the immediate costs of leave-taking, they considered them ‘manageable’ and embedded within a long-term strategy of positive business outcomes. One HR manager said: “If you have a happy workforce, you have a productive workforce.”
Some managers went further and supported pregnant staff through a personal crisis, highlighting emotional connections between managers and staff that went beyond professional obligation: “She telephoned me hysterical, and I ended up just picking my bag up and leaving… Some people would say that’s beyond your role, but I went to school with this girl’s mum.”
Key findings
While some employers focused on fairness, empathy, and inclusion, more than half held views or admitted to acting in ways that could disadvantage mothers’ careers, from subtle bias to overt discrimination. These attitudes were shaped not just by financial concerns but also by ideas about what makes the ‘ideal worker’ and broader discomfort with shifting norms towards greater work-family balance.
Dr Helen Kowalewska, the study’s author from the Department of Social & Policy Sciences at the University of Bath, said: “My study shows that employer attitudes to maternity leave are not just about costs. They are also shaped by deeper beliefs about what makes an ‘ideal worker’ and who ‘deserves’ support – which are sometimes used to justify outright discrimination. Unless these beliefs change, legislation alone will struggle to deliver real workplace equality.”
The research suggests that targeted support for small businesses, better-paid parental leave for fathers, improved guidance for managers, and broader cultural change are needed to reduce discrimination and foster inclusive workplaces.
The research was supported by the Economic and Social Research Council (ESRC).
You can read the full study here.
