Are you aware of a pregnant worker’s rights at a workplace? Pregnant workers may be relieved of part of the pressure throughout the nine months if the company implements welfare and consideration principles.
Pregnancy is such a thrilling moment for mothers. However, working mothers undoubtedly have much on their minds besides happiness after seeing the double line on the pregnancy test.
Pregnant employees’ rights
Even though women now make up over half of the workforce worldwide, discrimination against pregnant women still exists.
Research demonstrates that employers in the West also avoid hiring pregnant women, not just in Southeast Asia. After the baby is delivered, this condition frequently leads mothers to quit their jobs.
What can companies do to support the retention of the skilled labor force that biology is driving away? The simple solution is to educate yourself on how to assist expectant employees.
What employers can do to assist expectant employees?
1) Establish a basic benefits procedure
It should address every detail, including the worker’s entitlement to paid time off, maternity benefits, promotion chances, and terms allowing them to return to the job.
Additionally, human resource executives are responsible for performing to the best of their abilities as a company that supports expectant employees. Communicate with staff members frequently and in an easy-to-access manner.
2) Establish a network of assistance
Creating a support system for pregnant workers is the greatest approach to ensure they feel appreciated and at ease.
The assistance of current employees who may become parents can benefit expectant parents. Establishing a parenting platform or channel within your official group is smart. This makes it easier for staff members to ask questions in person.
Some businesses interact with one another through parenting forums where employees exchange experiences.
Maternity and nursing rooms are becoming an increasingly popular concept in offices. This makes it possible for female employees to “express” milk safely and easily without being concerned about being seen.
The first thing a business needs to do is find a location where employees may pump breast milk. Ideally, it is clean, roomy, and near the cafeteria for everyone’s comfort.
Basic amenities like a table, chair, sink, and even a refrigerator to keep breast milk must also be included.
Ensure electrical equipment is available for microwaves and pumps to sterilize equipment. Lastly, emphasize to expectant staff members the company’s assistance and encourage more open breastfeeding in the workplace.
4) Advise staff members about the “Are you pregnant” remark.
It must be awkward when coworkers inquire about your pregnancy because they are holding out for a better chance to break the news officially.
There is a method, nevertheless, to ensure that no queries arise. The first step is to inform staff members as soon as possible that the organization does not see pregnancy negatively.
It is a typical aspect of life for most individuals and shouldn’t be seen negatively. An employer has no justification for wanting to fire a female employee for being pregnant.
Establish a policy allowing employees to have prenatal exams in a more private setting.
5) Offer encouragement and psychological assistance
It can be stressful to be pregnant. Pregnant women experience a range of emotional stressors due to the frequent fluctuations in hormones. He occasionally finds it physically challenging to sit still for extended periods.
But as a business, you ought to be approachable and offer emotional and practical support.
Seek the assistance of a medical practitioner if you have one to discuss the employee’s situation and promote consistent communication.
6) Discuss the next course of action.
You might have policies that include restrictions on pregnancy, hospital stays, or when to reenter employment.
The majority of nations have government-approved maternity leave programs in place. A doctor may recommend unpaid leave for high-risk pregnancies.
7) Encouraging the process of going back to work
Verify your government’s policies to streamline the procedure and advise staff as necessary. For instance, the 1955 Labor Act extended the 60-day maternity leave to 90 days for female government and private sector employees.
