Examples provided by the Health and Safety Executive include:
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Lifting/carrying heavy loads.
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Standing or sitting still for long lengths of time.
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Exposure to infectious diseases.
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Exposure to lead.
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Exposure to toxic chemicals.
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Work-related stress.
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Unhealthy workstations and posture.
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Exposure to radioactive material.
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Threat of violence in the workplace.
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Long working hours.
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Excessively noisy workplaces.
No, not if there is already a risk assessment in place which has addressed risks for pregnant women. But, if there is a risk to a particular employee, you must check your risk assessment to see if there is anything else you need to do to make sure the employee and her baby are not exposed to risk.
Firstly you must consider:
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Change her working conditions or hours of work where it is reasonable to do so to avoid the health and safety risk.
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If this is not possible offer her a suitable alternative job where the terms are similar. The woman must not suffer a detriment.
You must take steps to protect her from any risk. For example, it is recognized that heavy lifting is a risk to pregnant women so they should not be expected to do this.
This is likely to be pregnancy discrimination. If the employee resigns, for example, because her health and safety is at risk because you have not taken steps to protect her from the risks, this may be unfair constructive dismissal and/or pregnancy discrimination. Further information can be sought from the Health and Safety Executive's website: