Pregnancy complications: A guide for NZ employers
Approximately 20-25% of pregnancies in New Zealand are classified as high-risk at some point, including gestational diabetes and pre-eclampsia. Many of these conditions require additional medical appointments, rest, or modified activities that may affect work capabilities.
Statutory entitlements
Sometimes pregnancy doesn't go as planned. An employee might need to start their parental leave earlier than anticipated if they experience:
A high-risk pregnancy
Pregnancy complications
Situations where pregnancy prevents them from performing their job safely and alternative duties cannot be arranged
Special leave
In New Zealand, pregnant employees are entitled to up to 10 days of unpaid special leave for pregnancy-related reasons, such as attending medical appointments, antenatal classes, or dealing with pregnancy complications. This leave is separate from other types of leave and ensures that employees can attend necessary health-related appointments without using their standard parental leave entitlements.
Accommodations at work
Employers are legally required to accommodate pregnant employees, particularly if pregnancy complications prevent them from performing their usual work duties. This can include temporary job modifications, alternative duties, or adjusted work hours. Ensuring a safe and supportive work environment for pregnant employees complies with legal obligations and fosters a more inclusive workplace culture.
Employers are also responsible for ensuring the health and safety of pregnant employees in the workplace. Employers can request a medical certificate to verify the employee’s fitness for work if a genuine concern arises about a potential health or safety risk.
Employers have the right to require a pregnant employee to start their parental leave early if she is unable to safely or adequately perform her work due to pregnancy, and no suitable alternative work is available.
Extended primary carer leave
If an employee needs to start parental leave early due to pregnancy complications, they are still entitled to take at least 20 weeks of primary carer leave after their baby is born—even if that means they’ll take more than 26 weeks of primary carer leave in total.
Important to note: Any additional weeks of primary carer leave taken in this situation are not included when calculating the amount of extended leave available to the employee.
Financial support options
Financial support options for employees facing pregnancy complications include:
Early paid parental leave: If an employee needs to start leave earlier, they can choose to bring forward their paid parental leave start date.
Jobseeker Support: Employees may be eligible for Jobseeker Support from Work and Income NZ if they cannot work due to pregnancy complications. To apply, they need a medical certificate from their midwife or doctor.
Example scenario
Isla is entitled to 52 weeks of parental leave. She is due on 15 June and originally planned to begin parental leave 4 weeks before her due date. Due to pregnancy complications, she needs to stop working 10 weeks before her due date.
Leave arrangement:
Early leave start: 6 April (10 weeks before due date)
Baby’s date of birth: 15 June
Post-birth date entitlement: At least 20 weeks after the baby is born
Total primary carer leave entitlement: 30 weeks (10 weeks before the date of birth + at least 20 weeks after)
Financial options:
Isla could start her 26 weeks of paid parental leave early on April 6.
Or if eligible, she could apply for Jobseeker Support for 6 weeks, then start her 26 weeks of paid parental leave 4 weeks before her due date as originally planned.
Best practices for employers
Supporting employees with pregnancy complications requires thoughtful accommodation:
Clear documentation: Keep records of medical certificates and agreed arrangements
Regular check-ins: Maintain appropriate contact during the early leave period
Return plan flexibility: Be prepared to adjust return-to-work plans if recovery takes longer than expected
Workload management: Ensure the employee's responsibilities are covered during their absence
Privacy considerations: Respect the employee's wishes regarding how much information is shared with colleagues
Creating a supportive policy
Consider formalising your approach to pregnancy complications in your parental leave policy, including:
The process for requesting early leave
Required documentation
How pay and benefits will be handled
Available support resources
Return-to-work protocols
For further enquiries
While we work to keep our information current, the last word lies with the relevant government agencies:
Contact Inland Revenue (IRD) for information on government-paid parental leave, including payment eligibility, keeping-in-touch hours, application processes, rates, and transferring payments.
For everything else related to parental leave entitlements, contact the Ministry of Business, Innovation and Employment (MBIE) through Employment New Zealand.
Need a hand improving your policy or modelling the cost?
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Now for the important legal part: The information we provide is general and not regulated financial advice for the purposes of the Financial Markets Conduct Act 2013. Please seek independent legal, financial, tax or other advice in considering whether the content in this article is appropriate for your goals, situation or needs. The information in this article is current as at 7 April 2025.
Stephanie Pow
Founder & CEO of Crayon
