Studies show that 2 out of 3 pregnant employees require some form of accommodation. During pregnancy, it is important to have opportunities for variation in work. Each pregnancy is different, and what is perceived as burdensome varies depending on the type of work, work situation, and health conditions.
Prolonged periods of standing and/or walking, as well as extensive sedentary work, can lead to increased health issues. A growing abdomen increases the curvature in the lower back, potentially causing muscular pain, particularly if the employee works in the same position for extended periods. Adjustments to tasks, working hours, opportunities for breaks, and greater variation may be relevant measures for these challenges.
Employee
The employee should notify their immediate manager as early as possible so that follow-up, accommodation, and necessary measures can be assessed. If you are pregnant or planning to become pregnant and do not wish to inform your manager at an early stage, you can contact the occupational health service for advice and counselling if needed.
Manager
Once informed by an employee that she is pregnant, the manager should initiate a conversation promptly. The purpose of the discussion is to identify any need for individual adjustments and further follow-up during the pregnancy. Topics for discussion may include:
- The current work situation.
- Overview of factors that may be affected by the pregnancy.
- Need for adjustments.
Pregnancy is a dynamic condition, requiring flexibility in accommodation and follow-up throughout its duration.
More about workplace accommodation
When accommodation is not possible
If a woman has a job that a doctor or midwife determines poses a risk to the foetus, and reassignment or proper accommodation is not feasible, she may be entitled to pregnancy benefits.
This can apply, for example, to work involving certain chemical substances, ionising radiation, noise, particularly physically demanding tasks, or work that causes significant stress. In such cases, the woman is not considered ill and is therefore not entitled to sick pay. For more information, see the section on pregnancy benefits on NAV's website.