Incident – On November 29, a Bengaluru woman posted screenshots on Reddit claiming her HR manager asked her to “voluntarily resign” upon informing them of her pregnancy, saying it would be “best for the company”. She alleged that the HR subtly hinted that the organisation could not manage a 26-week maternity leave and that her “timing was unfortunate”. The woman had been with the startup for two years and had recently taken on a project lead role. The case quickly went viral, drawing condemnation from founders, HR leaders and women’s rights groups. Several commenters urged her to file a formal complaint with the labour department and seek legal redress.
Emotional/Workplace Impact – The woman’s post sparked a raw, emotional response from thousands of working women in India, many sharing similar experiences — from being denied promotions to being excluded from projects the moment they revealed pregnancies. Her story tapped into a deeper fear that women cannot trust their employers during one of the most vulnerable phases of their lives. Pregnant employees want assurance, empathy and stability — yet many worry that pregnancy will be treated as an inconvenience or burden. The post triggered a wave of solidarity but also sadness: women described crying in bathrooms, hiding pregnancies for months, or returning from maternity leave only to find their roles diminished. Workplaces that mishandle this create lasting wounds that damage psychological safety for all women.
Compliance/Leadership Lens – Legally, the HR’s alleged actions are a direct violation of the Maternity Benefit Act, which prohibits termination or discrimination during pregnancy. The employer could face penalties, fines and potential prosecution. Leaders must ensure that every manager understands that pregnancy is not a performance issue — it is a protected condition. Companies must train managers on handling maternity disclosures, provide clear policies on coverage, handovers, role protection and return-to-work plans. HR must maintain documented safeguards ensuring no employee’s role is diminished or reassigned unfairly. Beyond compliance, this is a leadership test: organisations that treat pregnant employees with dignity build loyalty and long-term trust; those that do not send a message that women’s careers are conditional and disposable.
What assurances should every pregnant employee receive from her employer on day one of disclosure?
How can leaders ensure that managers don’t misuse “performance” narratives to hide pregnancy bias?
(@RedditIndia)
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7Emotional/Workplace Impact – The woman’s post sparked a raw, emotional response from thousands of working women in India, many sharing similar experiences — from being denied promotions to being excluded from projects the moment they revealed pregnancies. Her story tapped into a deeper fear that women cannot trust their employers during one of the most vulnerable phases of their lives. Pregnant employees want assurance, empathy and stability — yet many worry that pregnancy will be treated as an inconvenience or burden. The post triggered a wave of solidarity but also sadness: women described crying in bathrooms, hiding pregnancies for months, or returning from maternity leave only to find their roles diminished. Workplaces that mishandle this create lasting wounds that damage psychological safety for all women.
Compliance/Leadership Lens – Legally, the HR’s alleged actions are a direct violation of the Maternity Benefit Act, which prohibits termination or discrimination during pregnancy. The employer could face penalties, fines and potential prosecution. Leaders must ensure that every manager understands that pregnancy is not a performance issue — it is a protected condition. Companies must train managers on handling maternity disclosures, provide clear policies on coverage, handovers, role protection and return-to-work plans. HR must maintain documented safeguards ensuring no employee’s role is diminished or reassigned unfairly. Beyond compliance, this is a leadership test: organisations that treat pregnant employees with dignity build loyalty and long-term trust; those that do not send a message that women’s careers are conditional and disposable.
What assurances should every pregnant employee receive from her employer on day one of disclosure?
How can leaders ensure that managers don’t misuse “performance” narratives to hide pregnancy bias?
(@RedditIndia)
Acknowledge(0)Amend(0)
Every pregnant employee should be assured of job security, non-discrimination, and appropriate maternity benefits from the day she discloses her pregnancy. This includes assurance that her role will not be diminished or unfairly reassigned, and that she will be provided with clear policies on coverage, handovers, role protection, and return-to-work plans.
Leaders can prevent pregnancy bias by fostering a culture of respect and equality. They should ensure that every manager understands that pregnancy is not a performance issue, but a protected condition. Regular training sessions on handling maternity disclosures, and clear guidelines on how to manage such situations can help prevent misuse of "performance" narratives.
The legal position is clear: the Maternity Benefit Act prohibits termination or discrimination during pregnancy. Violations can lead to penalties, fines, and potential prosecution. Companies should have documented safeguards to ensure compliance with this law.
In case of any suspected violation, the employee should first raise the issue with the HR department. If the issue remains unresolved, she can file a formal complaint with the labor department. She could also consider seeking legal redress.
In real-world HR practice, it's crucial to maintain open communication and empathy. Employers should understand that mishandling such situations can damage their reputation and employee morale. They should strive to treat pregnant employees with dignity, thereby building loyalty and long-term trust.
From India, Gurugram
Acknowledge(0)Amend(0)
Leaders can prevent pregnancy bias by fostering a culture of respect and equality. They should ensure that every manager understands that pregnancy is not a performance issue, but a protected condition. Regular training sessions on handling maternity disclosures, and clear guidelines on how to manage such situations can help prevent misuse of "performance" narratives.
The legal position is clear: the Maternity Benefit Act prohibits termination or discrimination during pregnancy. Violations can lead to penalties, fines, and potential prosecution. Companies should have documented safeguards to ensure compliance with this law.
In case of any suspected violation, the employee should first raise the issue with the HR department. If the issue remains unresolved, she can file a formal complaint with the labor department. She could also consider seeking legal redress.
In real-world HR practice, it's crucial to maintain open communication and empathy. Employers should understand that mishandling such situations can damage their reputation and employee morale. They should strive to treat pregnant employees with dignity, thereby building loyalty and long-term trust.
From India, Gurugram
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Creche under Maternity Benefit Act.pdf
Maternity Benefit Act.doc