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.
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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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Yes, Sudarshan,
You are right. Anonymous commented so harshly; actually, he or she doesn't deserve to be in HR. Employees are like assets to a company. Retaining employees is more important than continually hiring good candidates. Cooperating with current employees is a safeguard against losing good candidates.
From India, Mumbai
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You are right. Anonymous commented so harshly; actually, he or she doesn't deserve to be in HR. Employees are like assets to a company. Retaining employees is more important than continually hiring good candidates. Cooperating with current employees is a safeguard against losing good candidates.
From India, Mumbai
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Dear Sunita,
You must have the following qualities:
1. Charming personality.
2. Highly qualified.
3. Lots of work experience.
4. Positive outlook and hardworking.
Then, any employer would be happy to appoint you, knowing that even if they will have to give you leave after 3 months, they are getting a very good employee.
Don't worry and buck up.
Regards,
Naval
From India, Bhubaneswar
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You must have the following qualities:
1. Charming personality.
2. Highly qualified.
3. Lots of work experience.
4. Positive outlook and hardworking.
Then, any employer would be happy to appoint you, knowing that even if they will have to give you leave after 3 months, they are getting a very good employee.
Don't worry and buck up.
Regards,
Naval
From India, Bhubaneswar
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• Statement made by Mr. babanaresh is not at all correct. Maternity Benefit Act nowhere prohibits employment rights of pregnant employee. It only offers right to prescribed maternity leave with wages to pregnant women.
• I agree with Ms. Priyanka ‘What a derogatory question this is!! This does not even call for an answer!’ unless a pregnant candidate has a very very special skill required for the job which is very very rare to find in market.
• I feel pregnant candidate should disclose about her pregnancy at the time of interview itself. It is unfair on her part to not to disclose likely long break she will need from job in near future.
• Employer also can avoid future embarrassments by posing questions directly or indirectly in employment application form such as Are you pregnant? Are you likely to take long leave in next 10 months? If yes, for what reason? Employer can also include pregnancy test in Pre Employment Medical Checkup.
From India, Pune
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• I agree with Ms. Priyanka ‘What a derogatory question this is!! This does not even call for an answer!’ unless a pregnant candidate has a very very special skill required for the job which is very very rare to find in market.
• I feel pregnant candidate should disclose about her pregnancy at the time of interview itself. It is unfair on her part to not to disclose likely long break she will need from job in near future.
• Employer also can avoid future embarrassments by posing questions directly or indirectly in employment application form such as Are you pregnant? Are you likely to take long leave in next 10 months? If yes, for what reason? Employer can also include pregnancy test in Pre Employment Medical Checkup.
From India, Pune
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Hello Priyanka18,
It would have been well if you followed what you preached - why post even the comment you made? Raj Kumar said it right, and I wouldn't like to repeat it. There's a saying: a woman is a woman's worst enemy. It does sound true, going by the totally insensitive comment you made. And less said about AnonymousA's remarks, the better.
Regards,
TS
From India, Hyderabad
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It would have been well if you followed what you preached - why post even the comment you made? Raj Kumar said it right, and I wouldn't like to repeat it. There's a saying: a woman is a woman's worst enemy. It does sound true, going by the totally insensitive comment you made. And less said about AnonymousA's remarks, the better.
Regards,
TS
From India, Hyderabad
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hi, Yes Satish i agree with u...Both Priyanka n Anonymous have been harsh....... y dony they try to understand and think the situation. Regards, Suman
From India, Pune
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From India, Pune
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Its depent on bye-laws of respective organisation. After all a pregnant lady cannot join a new job because nobody want to give her six months leave after deliverywhile she has newly joined.
From India, Jaipur
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From India, Jaipur
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Hi Sunita,
A pregnant woman cannot be discriminated against when applying for a job; however, most employers typically do not select them under the assumption that their contribution will be limited due to their condition, especially in situations where immediate results are required. The nature of the work, particularly if it is stressful, may naturally disqualify them from certain roles.
Additionally, the company's policy on managing maternity leave should include clear guidelines on the recruitment and treatment of pregnant women.
Kelvin
From India, Rajsamand
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A pregnant woman cannot be discriminated against when applying for a job; however, most employers typically do not select them under the assumption that their contribution will be limited due to their condition, especially in situations where immediate results are required. The nature of the work, particularly if it is stressful, may naturally disqualify them from certain roles.
Additionally, the company's policy on managing maternity leave should include clear guidelines on the recruitment and treatment of pregnant women.
Kelvin
From India, Rajsamand
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The decision of taking the job at 6 months pregnancy depends upon the pregnant lady if the organization agrees to leave for a couple of months. Some organizations follow a strict policy regarding pregnancy, but most organizations don't frame policies regarding the same. At the end of the day, the risk is on both sides - the candidate and the organization.
Some months before, one of our colleagues was 7 months pregnant. She used to take frequent breaks and leaves from work. There was a lot of work of hers which we had to take on because she was not 100% at this time. Not only for the organization but also for coworkers, there was a price to bear for hiring a 6-month pregnant lady.
I would suggest that a clear-cut negotiation between the candidate and management should take place in these kinds of situations.
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Some months before, one of our colleagues was 7 months pregnant. She used to take frequent breaks and leaves from work. There was a lot of work of hers which we had to take on because she was not 100% at this time. Not only for the organization but also for coworkers, there was a price to bear for hiring a 6-month pregnant lady.
I would suggest that a clear-cut negotiation between the candidate and management should take place in these kinds of situations.
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Hi Sunita,
Have confidence in yourself. It all depends on you and the type of work you are looking for. If you are seeking a receptionist job, you may not find it easily. However, if you are looking for jobs like accounting or any other work that you can excel in using your computer skills or by working at a single location, you may find opportunities more easily.
From India, Bangalore
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Have confidence in yourself. It all depends on you and the type of work you are looking for. If you are seeking a receptionist job, you may not find it easily. However, if you are looking for jobs like accounting or any other work that you can excel in using your computer skills or by working at a single location, you may find opportunities more easily.
From India, Bangalore
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Hello,
After so many good people have expressed themselves, it is indeed difficult to say something new. However, I state very briefly as follows:
1) There is no law that prevents or prohibits the employment of women in a family way as long as the employer and the employee have no issues.
2) Even if out of ESI coverage, the Maternity Benefits Act will apply, and both parties will be bound by it.
3) The main points of this law are:
a) A woman who proposes to enjoy statutory benefits under the act must have worked with the employer for at least 80 days prior to the expected date of her delivery.
b) She is eligible to receive a maximum of 12 weeks of leave with full pay, of which not more than six weeks can be taken before the expected date of her delivery and not less than six weeks after the delivery.
c) She is also entitled to a Medical Bonus of Rs. 2500/- on delivery.
d) In addition, there are stipulations regarding the consequences for both parties in case of a miscarriage, death of the child, or the mother during delivery, etc. In fact, if the concerned woman has to abstain from work due to ailments arising from pregnancy and/or delivery, then she will be entitled to another one month's leave with full pay.
Let the above-stated parameters determine whether the employer wishes to employ a pregnant woman and let her decide if she can claim benefits under the act in her special situation and if both wish to enter the employer-employee relationship.
I recommend that, if we study the Maternity Benefit Act 1971 with the latest amendments, we will gain more insights into the matter and will be able to form studied opinions on the issue.
Cheers,
samvedan
August 27, 2010
From India, Pune
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After so many good people have expressed themselves, it is indeed difficult to say something new. However, I state very briefly as follows:
1) There is no law that prevents or prohibits the employment of women in a family way as long as the employer and the employee have no issues.
2) Even if out of ESI coverage, the Maternity Benefits Act will apply, and both parties will be bound by it.
3) The main points of this law are:
a) A woman who proposes to enjoy statutory benefits under the act must have worked with the employer for at least 80 days prior to the expected date of her delivery.
b) She is eligible to receive a maximum of 12 weeks of leave with full pay, of which not more than six weeks can be taken before the expected date of her delivery and not less than six weeks after the delivery.
c) She is also entitled to a Medical Bonus of Rs. 2500/- on delivery.
d) In addition, there are stipulations regarding the consequences for both parties in case of a miscarriage, death of the child, or the mother during delivery, etc. In fact, if the concerned woman has to abstain from work due to ailments arising from pregnancy and/or delivery, then she will be entitled to another one month's leave with full pay.
Let the above-stated parameters determine whether the employer wishes to employ a pregnant woman and let her decide if she can claim benefits under the act in her special situation and if both wish to enter the employer-employee relationship.
I recommend that, if we study the Maternity Benefit Act 1971 with the latest amendments, we will gain more insights into the matter and will be able to form studied opinions on the issue.
Cheers,
samvedan
August 27, 2010
From India, Pune
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Mr. Anonymous,
What is your problem? Why are you so much against appointing a lady who is pregnant? Your answer shows that you have not shared, in fact, you are discouraging the work of all pregnant ladies. Yes, a pregnant lady cannot sit late nights, and she may not be able to do marketing jobs. But that doesn't mean that she cannot do any job. She can choose a job that she can easily manage, and after a few months of a break, she can continue it. We are not aware of her situation. Maybe she needs a job. So, THINK POSITIVE AND GIVE POSITIVE replies.
From India, Bangalore
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What is your problem? Why are you so much against appointing a lady who is pregnant? Your answer shows that you have not shared, in fact, you are discouraging the work of all pregnant ladies. Yes, a pregnant lady cannot sit late nights, and she may not be able to do marketing jobs. But that doesn't mean that she cannot do any job. She can choose a job that she can easily manage, and after a few months of a break, she can continue it. We are not aware of her situation. Maybe she needs a job. So, THINK POSITIVE AND GIVE POSITIVE replies.
From India, Bangalore
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Dear Sunitha,
It won't be advisable for a six-month pregnant woman to work. Since she has chosen to be in a family way, her health and safety should be her top priority and preference. If necessary, only creative work that can be done on a computer while sitting at home would be recommended in this situation.
Best wishes
From India, Gurgaon
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It won't be advisable for a six-month pregnant woman to work. Since she has chosen to be in a family way, her health and safety should be her top priority and preference. If necessary, only creative work that can be done on a computer while sitting at home would be recommended in this situation.
Best wishes
From India, Gurgaon
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Thankyou Sir,
Appreciate you sharing the relevant facts from the law . In addition to it , here's sneak peek to the ML Policy practised by an industry leader . It might help us to think from an employer's point of view and understand the decision maker's mind based on which the talent should be able to take a call on the employement with the company.
(Cite Contribution)
From India, Mumbai
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Appreciate you sharing the relevant facts from the law . In addition to it , here's sneak peek to the ML Policy practised by an industry leader . It might help us to think from an employer's point of view and understand the decision maker's mind based on which the talent should be able to take a call on the employement with the company.
- Every female married employee will be eligible for 90 days of Maternity leave.
- ML will be restricted to two live births during the life of a female employee.
- Minimum (160) days of actual work in twelve months preceding the date of expected delivery is necessary for grant of ML.
- Employee may avail of twelve weeks of ML, six weeks each preceding and following the delivery.
- Employees requiring extension of leave on medical grounds should produce a Medical Certificate and leave will be considered on merits of the case.
- In case of miscarriage, based on the company medical advisor’s recommendation, leave will be granted up to six weeks following the day of miscarriage.
- ML will be a paid leave up to a maximum of 90 days only.
(Cite Contribution)
From India, Mumbai
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Greetings,
I agree with Raj; we are here as custodians to guide our fellow members on their quest to learn further and not to judge their queries.
We need to be aware of the legal and business requirements. However, as HR professionals, it is up to us to become a think tank and offer solutions. At the end of the day, we are working with and for human beings; hence, the legal and business guidelines cannot sweep us away from the core.
Regards,
(Cite Contribution)
Dear Priyanka18,
There is nothing derogatory in this query. Rather than harsh remarks, such cases deserve to be dealt with more sympathetically. In fact, being a woman, I expect you to be more sensitive and proactive about 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, Mumbai
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I agree with Raj; we are here as custodians to guide our fellow members on their quest to learn further and not to judge their queries.
We need to be aware of the legal and business requirements. However, as HR professionals, it is up to us to become a think tank and offer solutions. At the end of the day, we are working with and for human beings; hence, the legal and business guidelines cannot sweep us away from the core.
Regards,
(Cite Contribution)
Dear Priyanka18,
There is nothing derogatory in this query. Rather than harsh remarks, such cases deserve to be dealt with more sympathetically. In fact, being a woman, I expect you to be more sensitive and proactive about 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, Mumbai
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I am not aware of any legal provision requiring to provide cab to pregnant employee. Please elaborate on relevant legislation/law and the specific provision.
From India, Pune
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From India, Pune
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All the ladies will be happy to sit at home during pregnancy, but if any lady is willing to work on her 6th-month pregnancy stage, that means she is suffering financial crunches. Why demoralize her? Some people are taunting as if it's not pregnancy, but a disease that can be spread in the air. The people who are against this employment are so hard-hearted. Why should anyone sit late to work? Come on time and leave on time, simple. As an HR professional, we need to think from both sides (employee as well as employer). If she is availing leave and benefits, then what is the problem to any individual? It is a matter for the company and governments.
From India, Mumbai
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From India, Mumbai
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Hello Everyone,
In all these comments, remarks, and wise statements by ALL OF US, where on Earth is Sunita? She posted this thread on 25th Aug and then seems to have vanished, while all of us are countering every other person's comments. My feeling is she has made up her mind—not joining a job. When she can get all such fun of going through all these responses—some hilarious and some not-so-hilarious and others really insightful—without stepping out of home, why do a job at all? :-)
If she doesn't respond now, maybe all of us should focus on other threads where the suggestions/advice are more necessary/needed? Up to all of you.
Regards,
TS
From India, Hyderabad
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In all these comments, remarks, and wise statements by ALL OF US, where on Earth is Sunita? She posted this thread on 25th Aug and then seems to have vanished, while all of us are countering every other person's comments. My feeling is she has made up her mind—not joining a job. When she can get all such fun of going through all these responses—some hilarious and some not-so-hilarious and others really insightful—without stepping out of home, why do a job at all? :-)
If she doesn't respond now, maybe all of us should focus on other threads where the suggestions/advice are more necessary/needed? Up to all of you.
Regards,
TS
From India, Hyderabad
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Dear All,
First of all, I would like to thank each and every member who has expressed their views so openly and freely. I would like to shed more light on my situation. I am working with a recruitment agency as a BDO, and our company is likely to shift its operation from Mumbai to Vadodara in the next month, i.e., the end of September. They have given us a month's notice, and I would be entering my 6th month in September. As of now, I haven't faced any problems while working, and I haven't taken more than 3-5 leaves, and those were due to other reasons. So, I believe I am fit and fine for a new job. However, my question is, will any new company consider my situation, or will I have to sit at home for another 6 months, which would be very difficult for me? I am not expecting any benefits or privileges. I would like to keep myself engaged in some activity in the form of a new job.
Regards,
Sunita
From India, Mumbai
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First of all, I would like to thank each and every member who has expressed their views so openly and freely. I would like to shed more light on my situation. I am working with a recruitment agency as a BDO, and our company is likely to shift its operation from Mumbai to Vadodara in the next month, i.e., the end of September. They have given us a month's notice, and I would be entering my 6th month in September. As of now, I haven't faced any problems while working, and I haven't taken more than 3-5 leaves, and those were due to other reasons. So, I believe I am fit and fine for a new job. However, my question is, will any new company consider my situation, or will I have to sit at home for another 6 months, which would be very difficult for me? I am not expecting any benefits or privileges. I would like to keep myself engaged in some activity in the form of a new job.
Regards,
Sunita
From India, Mumbai
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Dear Sunita,
Do not concentrate on negative posts. There are a number of good and sincere individuals here who have posted to help you, and I truly appreciate them. Go ahead and search for a new job; you will definitely succeed based on your capabilities and experience.
Personally, I believe women should take rest from the 7th month of pregnancy to avoid any risks and ensure the good health of the child. They should return to work after 4 to 6 months post-delivery. Make your decision based on your convenience and needs.
Don't worry, be happy.
From India, Mumbai
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Do not concentrate on negative posts. There are a number of good and sincere individuals here who have posted to help you, and I truly appreciate them. Go ahead and search for a new job; you will definitely succeed based on your capabilities and experience.
Personally, I believe women should take rest from the 7th month of pregnancy to avoid any risks and ensure the good health of the child. They should return to work after 4 to 6 months post-delivery. Make your decision based on your convenience and needs.
Don't worry, be happy.
From India, Mumbai
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hi yaasmin, I am fully agreed with your post.Now its easy for sunita for taking her decision. regards rajeshwari
From India, Bangalore
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From India, Bangalore
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Dear Sunita,
Good to hear from you. I have the following suggestions:
1. In your job search, rule out the jobs that include traveling or late hours.
2. Take a view of the company's policy towards Maternity Leave. You will gain insight into the decisions they might make.
3. Since you are clear that you are not looking for benefits, please make this completely clear to your prospective employer. Keep your medical reports ready for reference, although you might not need them.
4. Please keep professional recommendations or testimonials ready for reference.
5. Look for a job that would require you to work on a contract basis; that way, you can keep your stakes low. In case you don't like the job, you can easily discontinue and take a break. It would not impact your employment history.
6. Based on the demanding profile you currently have, chances are high that you will get hired easily. But the challenge would come once you join. Your employer might not be ready to give you a break during your probation period. Hence, take a target-based job to mitigate risks for both.
Wish you all the best.
Regards,
(Cite Contribution)
From India, Mumbai
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Good to hear from you. I have the following suggestions:
1. In your job search, rule out the jobs that include traveling or late hours.
2. Take a view of the company's policy towards Maternity Leave. You will gain insight into the decisions they might make.
3. Since you are clear that you are not looking for benefits, please make this completely clear to your prospective employer. Keep your medical reports ready for reference, although you might not need them.
4. Please keep professional recommendations or testimonials ready for reference.
5. Look for a job that would require you to work on a contract basis; that way, you can keep your stakes low. In case you don't like the job, you can easily discontinue and take a break. It would not impact your employment history.
6. Based on the demanding profile you currently have, chances are high that you will get hired easily. But the challenge would come once you join. Your employer might not be ready to give you a break during your probation period. Hence, take a target-based job to mitigate risks for both.
Wish you all the best.
Regards,
(Cite Contribution)
From India, Mumbai
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This query may have been posted due to various valid reasons...
As most of the members said, there is no rule in law that a pregnant lady shouldn't be appointed. However, when appointed, maternity benefits cannot be applied to the lady. You can very well search for a company that accommodates you and offers the flexibility to complete your assignments from home itself, at least for some time. Nothing is impossible in this world, but we have to put all our heartfelt efforts towards our goal. That's all.
It's not fair to just throw invalid, discouraging, and hurtful comments on someone's needs. If we have an idea to help out, let us express it. Don't know why you quoted the below as 'Anonymous.' It might be out of your great observation, just sitting and watching others not doing your work. Great!
Let us see the world with a positive vision!
- CRK
"Pregnant women are a waste to appoint; they will just sit and not do any work ;("
From India, Vijayawada
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As most of the members said, there is no rule in law that a pregnant lady shouldn't be appointed. However, when appointed, maternity benefits cannot be applied to the lady. You can very well search for a company that accommodates you and offers the flexibility to complete your assignments from home itself, at least for some time. Nothing is impossible in this world, but we have to put all our heartfelt efforts towards our goal. That's all.
It's not fair to just throw invalid, discouraging, and hurtful comments on someone's needs. If we have an idea to help out, let us express it. Don't know why you quoted the below as 'Anonymous.' It might be out of your great observation, just sitting and watching others not doing your work. Great!
Let us see the world with a positive vision!
- CRK
"Pregnant women are a waste to appoint; they will just sit and not do any work ;("
From India, Vijayawada
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