Concealed Pregnancy

Concealed pregnancy (when an employee does not disclose their pregnancy) can present unique challenges in the hair and barbering industry, especially when it involves young apprentices.

As you will be aware, all employees are protected under the Equality Act 2010. This means it is unlawful to treat someone unfavorably because of pregnancy, regardless of their age or how long they have worked for the employer. Apprentices, just like any other employee, are entitled to statutory maternity rights, including maternity leave and, if eligible, Statutory Maternity Pay. Discrimination, whether through dismissal, demotion, or exclusion from training and opportunities, is unlawful and can lead to costly legal claims.

Even the best run salons can present health risks to pregnant employees, including exposure to chemicals and the physical demands of the job. Once you are aware, or even suspect, that an employee is pregnant, you are legally required to carry out a maternity risk assessment. This should be done in consultation with the employee, and any necessary adjustments should be made to protect the employee’s health and that of their baby. Ignoring this duty, or failing to make reasonable adjustments, can constitute discrimination.

Apprentices, of course, are generally young and may feel anxious about telling their employer they are pregnant. They might fear losing their job, being treated differently, or facing gossip and stigma. Often, they are not aware of their rights, and unsure what support is available.

The best way to address concealed pregnancy is to foster a culture of openness and support. Make sure your policies on pregnancy and maternity are clear and accessible, and train senior team members in how to respond sensitively and confidentially if they suspect a younger colleague is pregnant.

There are many reported cases where employers in the hair industry have faced significant legal consequences for mishandling pregnancy disclosures. In an extreme example, one salon was ordered to pay nearly £90,000 after demoting a stylist and excluding her from taking client bookings following her pregnancy announcement.

Concealed pregnancy can be a sensitive issue, but as an employer, your approach should always be supportive, fair, and legally compliant. By maintaining open communication, respecting confidentiality, and ensuring your workplace is safe for all staff, you not only protect your business from legal risk but also help your apprentices thrive in their careers.