Can a six months pregnant women get a new job easily ? Please advise? Thanks Sunita
From India, Mumbai
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1From India, Mumbai
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Dear Sunita,
I completely agree with the comments made by Mr. Naresh. There are a few points I would like to share with you:
1. Your responsibility will greatly increase if you appoint a 6-month pregnant female.
2. Kindly refer to your organization's Standing Order.
3. It is not advisable for pregnant women and their pregnancies to work, risking harm to the unborn baby. You can advise and counsel her.
4. This situation may also require providing her with several other facilities that may not fall under your policy.
Regards,
D. S. Rathore
09997770819
From India, Hyderabad
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I completely agree with the comments made by Mr. Naresh. There are a few points I would like to share with you:
1. Your responsibility will greatly increase if you appoint a 6-month pregnant female.
2. Kindly refer to your organization's Standing Order.
3. It is not advisable for pregnant women and their pregnancies to work, risking harm to the unborn baby. You can advise and counsel her.
4. This situation may also require providing her with several other facilities that may not fall under your policy.
Regards,
D. S. Rathore
09997770819
From India, Hyderabad
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Dear Sunita,
There is no obligation in any law which states that pregnant women should not be given a job. However, generally, no one will appoint a six-month pregnant woman because after 2 months of joining, she will go on maternity leave. What will the employer gain from her joining in this scenario?
Can a six-month pregnant woman get a new job easily? Please advise.
Thanks,
Sunita
From India, Delhi
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There is no obligation in any law which states that pregnant women should not be given a job. However, generally, no one will appoint a six-month pregnant woman because after 2 months of joining, she will go on maternity leave. What will the employer gain from her joining in this scenario?
Can a six-month pregnant woman get a new job easily? Please advise.
Thanks,
Sunita
From India, Delhi
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Hello Sunita,
Your wording suggests that this pertains to YOU, rather than a situation you are facing in the office. But whichever way it is, please note the following aspects, though I am not sure of the legal position: It's more to do with practicalities than the law.
1. Like Malik mentioned, the organization wouldn't be able to utilize her services in toto.
2. Like Rathore mentioned, the risk for the lady & the unborn child will be very high in this period due to medical reasons. The worst-case scenario would be a miscarriage - in which case the chances of complications in all future pregnancies increase drastically. Whether this will actually occur isn't the point - would the lady be ready for such a worst-case scenario?
However high the necessity of doing a job, usually no lady likes [nor should she, in my view] taking chances when it comes to such issues. If such a situation occurs, look for a different solution than joining a job.
Regards,
TS
From India, Hyderabad
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Your wording suggests that this pertains to YOU, rather than a situation you are facing in the office. But whichever way it is, please note the following aspects, though I am not sure of the legal position: It's more to do with practicalities than the law.
1. Like Malik mentioned, the organization wouldn't be able to utilize her services in toto.
2. Like Rathore mentioned, the risk for the lady & the unborn child will be very high in this period due to medical reasons. The worst-case scenario would be a miscarriage - in which case the chances of complications in all future pregnancies increase drastically. Whether this will actually occur isn't the point - would the lady be ready for such a worst-case scenario?
However high the necessity of doing a job, usually no lady likes [nor should she, in my view] taking chances when it comes to such issues. If such a situation occurs, look for a different solution than joining a job.
Regards,
TS
From India, Hyderabad
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Dear Sunita,
Every lady employee is eligible for maternity benefits up to two times during their employment. However, to avail of this benefit, an employee is required to work for a minimum period of 180 working days.
When you hire a pregnant woman, please keep in mind this lock-in period. In case the employee does not complete the 180-day criteria, the employment can still be considered ad hoc or on a contract for less than 180 days. However, this type of employment would not include maternity benefits, which may not be very helpful to the employee. Nevertheless, this option remains viable if the position is crucial and the talent needs to be hired urgently.
Regards, (Cite Contribution)
From India, Mumbai
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Every lady employee is eligible for maternity benefits up to two times during their employment. However, to avail of this benefit, an employee is required to work for a minimum period of 180 working days.
When you hire a pregnant woman, please keep in mind this lock-in period. In case the employee does not complete the 180-day criteria, the employment can still be considered ad hoc or on a contract for less than 180 days. However, this type of employment would not include maternity benefits, which may not be very helpful to the employee. Nevertheless, this option remains viable if the position is crucial and the talent needs to be hired urgently.
Regards, (Cite Contribution)
From India, Mumbai
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Hi Friends,
There was one woman appointed in our organization a few months back. At that time, she was 5-6 months pregnant but continued working with us until her 9th month. Even after 1 1/2 months following the birth, she resumed work. The organization simply asked if she could find a home very near to the office so that she could walk home anytime the child needs her mom. She did so, and thus, all three are happy with this arrangement.
The organization is pleased that she could work for the company and also take care of the child, with minimal leave taken. If other companies consider hiring pregnant women and implementing similar supportive measures, it could benefit both the company and the employees.
In response to the above comment, if your mom thought pregnancy was a waste, then you wouldn't have been born in the world. Try to respect other people's feelings.
Thank you.
From India, Madras
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There was one woman appointed in our organization a few months back. At that time, she was 5-6 months pregnant but continued working with us until her 9th month. Even after 1 1/2 months following the birth, she resumed work. The organization simply asked if she could find a home very near to the office so that she could walk home anytime the child needs her mom. She did so, and thus, all three are happy with this arrangement.
The organization is pleased that she could work for the company and also take care of the child, with minimal leave taken. If other companies consider hiring pregnant women and implementing similar supportive measures, it could benefit both the company and the employees.
In response to the above comment, if your mom thought pregnancy was a waste, then you wouldn't have been born in the world. Try to respect other people's feelings.
Thank you.
From India, Madras
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Hi Sunita,
I gave an interview when I was five months pregnant. I got selected and stepped into my sixth month. However, I didn't tell this to my organization. When I started to work there, they liked my work. By my eighth month, they found out that I was pregnant. After reviewing my work, they offered me the option to continue whenever I wanted to rejoin the company. Consequently, after my sixth month, I rejoined there.
So, Sunita, for me, it doesn't matter. If you want to work, you can join, but be careful. It depends on the kind of work you are going to do. Take care of yourself, and best of luck.
Rajeshwari
From India, Bangalore
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I gave an interview when I was five months pregnant. I got selected and stepped into my sixth month. However, I didn't tell this to my organization. When I started to work there, they liked my work. By my eighth month, they found out that I was pregnant. After reviewing my work, they offered me the option to continue whenever I wanted to rejoin the company. Consequently, after my sixth month, I rejoined there.
So, Sunita, for me, it doesn't matter. If you want to work, you can join, but be careful. It depends on the kind of work you are going to do. Take care of yourself, and best of luck.
Rajeshwari
From India, Bangalore
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Dear Sunita,
In this situation, it is clear that there is no need to think deeply in this case because a six-month pregnant woman's health already does not allow her to work properly. With only three months remaining until maternity leave, I agree with Mr. Malik and Mr. Rathore's point of view. According to the company's policy, it is not advisable for her or the company to take on heavy risks by appointing her. Based on my study, there is no reference to this case in the law or standing orders, and it will be decided by our own discretion.
From Pakistan
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In this situation, it is clear that there is no need to think deeply in this case because a six-month pregnant woman's health already does not allow her to work properly. With only three months remaining until maternity leave, I agree with Mr. Malik and Mr. Rathore's point of view. According to the company's policy, it is not advisable for her or the company to take on heavy risks by appointing her. Based on my study, there is no reference to this case in the law or standing orders, and it will be decided by our own discretion.
From Pakistan
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I was even selected for a job in an office when I was 3 months pregnant, and they wanted me to join. However, I had regrets because I felt that in this situation, I wouldn't be able to give my best performance. Additionally, after 5 months, I would need to go on maternity leave. Therefore, I decided that I would change my job only after I returned from my maternity leave.
From India, Faridabad
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From India, Faridabad
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Dear Priyanka18,
There is nothing derogatory in this query. Rather than harsh remarks, such cases deserve to be dealt with more sympathetically. In fact, as a woman, I expect you to be more sensitive and proactive to such issues.
As Human Resource professionals, we should be more humane, empathetic, and able to visualize several situations, options, conditions, etc. while framing or interpreting rules, systems, procedures, etc.
Can you not try to think of a situation where a married lady has no parental support/relatives and she has to leave her in-law's house due to some domestic reasons; or is forced to earn a livelihood due to some calamities?
Though there is no legal bar on the employment of pregnant women, employers would generally shy away from employing a lady who is at an advanced stage of pregnancy. Apart from the perceived work efficiency decrement, it could be due to concern for the safety of the mother and child. Also, the employee shall not be eligible for Maternity Benefits under such circumstances.
Warm regards.
From India, Delhi
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There is nothing derogatory in this query. Rather than harsh remarks, such cases deserve to be dealt with more sympathetically. In fact, as a woman, I expect you to be more sensitive and proactive to such issues.
As Human Resource professionals, we should be more humane, empathetic, and able to visualize several situations, options, conditions, etc. while framing or interpreting rules, systems, procedures, etc.
Can you not try to think of a situation where a married lady has no parental support/relatives and she has to leave her in-law's house due to some domestic reasons; or is forced to earn a livelihood due to some calamities?
Though there is no legal bar on the employment of pregnant women, employers would generally shy away from employing a lady who is at an advanced stage of pregnancy. Apart from the perceived work efficiency decrement, it could be due to concern for the safety of the mother and child. Also, the employee shall not be eligible for Maternity Benefits under such circumstances.
Warm regards.
From India, Delhi
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