Pregnancy in the Veterinary Workplace
This guidance focuses on the current (December 2024) laws and regulations surrounding pregnancy in the veterinary workplace, including health and safety risks. We have tried to make this educational information as complete and legally accurate as possible, but it should not be regarded as a substitute for specific legal advice if required.
The role of a veterinarian can involve a whole range of activities. When a veterinarian is pregnant, there are additional health and safety considerations that must be taken into account to ensure the wellbeing of both the person and the developing baby. This document outlines important laws and regulations that have been developed to create a safe and supportive environment for pregnant veterinarians in the workplace.
In New Zealand, there is no specific legal requirement for when a pregnant employee must inform their employer about their pregnancy. However, the employee should inform their employer as soon as they feel comfortable doing so. This allows the employer to conduct a risk assessment and make any necessary adjustments to ensure a safe working environment for the pregnant employee. This advice has increased importance when thinking of the potential risks associated with the veterinary working environment. The employer cannot assess and mitigate any specific risks until they are made aware of the pregnancy.
Pregnant veterinarians in New Zealand are entitled to certain rights and protections under employment law. Employers should be aware of and comply with relevant legislation, including:
- The Health and Safety at Work Act 2015: This Act ensures a safe work environment by identifying and managing risks, and taking practical steps to protect pregnant employees.
- The Employment Relations Act 2000: This Act protects pregnant employees from discrimination and ensures fair treatment in the workplace.
- The Parental Leave and Employment Protection Act 1987: This Act provides entitlements to parental leave and job protection, including up to 26 weeks of paid parental leave and additional unpaid leave.
- Reasonable accommodations under the Human Rights Act 1993: Employers must provide reasonable accommodations to pregnant employees to enable them to perform their duties safely.
The first step in ensuring the health and safety of a pregnant veterinarian is to conduct a thorough and up-to-date risk assessment. This assessment should identify potential hazards in the workplace and consider any current information or evidence available. Potential hazards could include:
- Animal handling: The risk of bites, kicks, crushing, and other injuries from animals.
- Hazardous chemicals or drugs: Exposure to anaesthetic gases, medications, reproduction hormones, chemotherapy, disinfectants, live vaccines, and other chemicals used in veterinary practice, on farms or in another workplace.
- Radiation: Exposure to X-rays and other forms of radiation used in diagnostic imaging and/or treatment.
- Physical strain or fatigue: The physical demands of lifting and restraining animals, the demands of large animal or equine work, the potential for standing for long periods, and performing repetitive tasks. Solo work, out of hours duty, long shifts and night work.
- Infectious or zoonotic diseases: Risk of contracting infectious diseases from animals e.g. toxoplasma, leptospirosis, E. coli, Campylobacter, chlamydophila, listeria, salmonella, cryptosporidia
Once potential hazards are identified, appropriate risk mitigation strategies should be implemented. These may include:
- Adjusting duties: Modifying work duties to minimise exposure to high-risk tasks or cases, such as handling aggressive animals and exposure to avoidable hazards.
- Personal Protective Equipment (PPE): Ensuring the availability and proper use of PPE, such as gloves and masks.
- Work environment modifications: Making ergonomic adjustments to the work environment, such as providing seating options and avoiding prolonged standing.
- Hygiene practices: Implementing strict hygiene practices, including regular handwashing and using hand sanitisers.
- Training and education: Providing training on safe handling techniques, chemical safety, and infection control measures.
- Clinic Staff training and education: Educating and training all staff about potential risks will help enable the clinic to operate collaboratively to support the pregnant veterinarian in mitigating or avoiding these risks.
By identifying potential hazards, implementing risk mitigation strategies, and complying with legal and regulatory requirements, employers can create a safe and supportive environment that prioritises the well-being of both the veterinarian and their baby.
Pregnant employees in New Zealand are entitled to take time off for maternity appointments. This includes antenatal appointments such as medical check-ups, scans, and classes. Employers are encouraged to be flexible and supportive, allowing pregnant employees to attend these appointments without impacting their employment. Employees can take up to 10 days of unpaid leave if they are pregnant and need to take time off for pregnancy-related things, like antenatal classes and medical appointments. They can take this at any time during their pregnancy. This doesn’t impact any of their parental leave entitlements.
Unpaid parental leave from your job is available to those who meet the work requirements. Parental leave payments from the government are also available for those who meet their requirements. The employer is responsible for approving leave, but the government is responsible for their parental leave payments. It’s important to know that most parental leave is unpaid, and the eligibility test for payments is different from the eligibility test for leave. So, being entitled to leave doesn’t mean one is entitled to payments, and vice-versa.
People are entitled to a minimum of three days’ bereavement leave if they have a miscarriage or stillbirth. Partners, parents and primary carers are also entitled to take bereavement leave in these circumstances.
Reasonable accommodation (also known as workplace support or adjustments) can be required by many employees. The Human Rights Act 1993 allows employers to treat pregnant workers more favourably to accommodate their pregnancy. For example, they can offer flexible working hours or a designated car park during some of the pregnancy.
An employer can transfer someone to another role temporarily if their pregnancy prevents them from doing their job. Someone cannot be fired for being pregnant.
If no other suitable work is found, your employer can require you to start your parental leave early.
Pregnancy discrimination is prohibited under several New Zealand laws, including the Human Rights Act 1993, the New Zealand Bill of Rights Act 1990, the Parental Leave and Employment Protection Act 1987, and the Employment Relations Act 2000.
Pregnancy discrimination can be direct or indirect:
- Direct pregnancy discrimination is treating someone differently and unfairly compared to others because they are pregnant. For example, they are dismissed, are not offered opportunities for training or promotion, or their employer makes unfair changes to their job because of their pregnancy.
- Indirect pregnancy discrimination is when a workplace requirement or practice that applies to everyone disadvantages someone because they are pregnant. For example, all retail workers at a workplace are required to stand throughout their shift to serve customers, but pregnancy increases the need to sit down for periods of time because of the pregnancy.
Te Kāhui Tika Tangata Human Rights Commission has information and advice on pregnancy discrimination.