The basic position is that the substance of previous law making it unlawful in the employment field to discriminate against a person because of pregnancy or maternity remains unchanged by the Equality Act 2010 (see generally notes at Sex discrimination/pregnancy and maternity )

However the naming and numbering of relevant provisions in Equality Act 2010 are of course quite different from those used previously. In particular the Sex Discrimination Act 1975, including specifically sections 3A and 6A which concerned maternity leave, is repealed by Equality Act 2010. The unique emplaw EA 2010 cross-reference tool will locate new statutory references for you.

It is unlawful to reject an applicant for a job, or to deny an existing employee opportunities for training, transfer, promotion or other work-related benefits, because of pregnancy or maternity, unless health and safety regulations would be infringed by acting otherwise.

In work-related situations, a woman has additional protection during the "protected period", which covers her pregnancy and a period after the birth. No comparator is needed in such cases.

The Official explanatory notes to the Equality Act 2010 (revised version, August 2010) provide helpful guidance to the new provisions.

See also notes at Maternity/Dismissal and unfair treatment and/or Maternity/breast feeding .