Feeling Unfairly Treated After Maternity Leave: Should I Stay Silent or Speak Up?

I have been working with a company for the last 5 years, and I have been the best and most consistent performer throughout my tenure in that company. Recently, I availed my maternity leave for 6 months, which was approved by the company. On my scheduled date to return to work, I was informed to take an additional 3 months of leave as there is currently no requirement for me in the company. I received the highest rating in the 2012 appraisal, and I am the most tenured employee in the entire HR team. The company even hired an employee in March 2012.

Upon my return date, I informed my manager that I can work for 9 hours (from 8:00 am to 5:00 pm) and that I am unable to extend my working hours in the office but am willing to work from home if necessary as I need to pick up my baby from daycare. Unfortunately, there is no work-from-home option in my current company. I am now on extended leave with loss of pay (LOP). I have also been informed that my employment may be either continued or discontinued after 3 months based on the company's requirements at that time.

I feel it is very unfair for my current employer to mandate this, especially considering my track record as a loyal and reliable employee throughout my tenure. I am already exploring job opportunities, but transitioning to a new company at this stage of my life may be challenging due to the high expectations in a new work environment. Additionally, my current employer did not grant me a promotion despite being a top performer because my employment status is uncertain. They have mentioned a possible promotion in the next appraisal (July 2013) if my employment continues, which is currently uncertain.

Should I remain silent and search for a new job, starting afresh? I believe it is unjust on their part to favor an underperformer over a dedicated employee who is balancing family responsibilities alongside work commitments. I am inclined towards taking action to make them realize that such treatment is unacceptable. Please provide your suggestions.

Sorry about the situation. However, I need a few clarifications on your employment status. I would appreciate it if you could assist me with the following:

- What is your designation in the company?
- What is your team size and company size?
- What type of industry are you employed in?
- Do you report to anyone in the department or to the Executive team?
- If you were heading the department, why did you plan a 6-month leave instead of extending it after 3 months, considering your health conditions?
- You mentioned that they hired someone; do you believe he/she is your replacement?

I would appreciate your valuable response.

Hi Mahesh, my designation is Senior HR Executive. The HR team size is 10 (including a recruitment team of 3 members), and the company size is approximately 900 employees. I am employed with a company that provides services for IT, KPO, and BPO. I am the HR business partner for 300 IT employees and report to the Head of HR.

Initially, I planned to take a 3-month break, but upon completion, I extended it for another 3 months. This decision was made as I am the primary caregiver for my baby, and there were limited daycare options available. The current daycare facility my baby attends did not offer infant care initially. However, after my earnest request, they established an infant daycare facility. I enrolled my baby in daycare with the intention of returning to work on 9th Oct 2012. Unfortunately, my current employer asked me to take an extended leave on my scheduled return date. At this point, I cannot disrupt my baby's routine at daycare, as she has just settled in, and I have to resume work eventually.

A new employee was hired to fulfill a business requirement, and he gradually took over my responsibilities when my maternity leave commenced on 10th April 2012.

I hope I have addressed all your inquiries. Please feel free to reach out if you require any additional information.

Regards,
Kalpana.

My designation is Senior HR Executive.

HR Team and Company Overview

HR team size: 10 (including a recruitment team of 3 members) and company size - approximately 900 employees.

I am employed with a company that provides services for IT, KPO, and BPO. I am the HR business partner for 300 IT employees. I report to the Head of HR.

Maternity Leave and Daycare Situation

Initially, I planned for 3 months, and upon completion, I extended it for 3 more months as I am the only one who has to take care of my baby, and there were not many daycares that would take care of infants. The current daycare my baby is attending did not have infant care initially. Based on my serious request, they have set up the infant daycare facility. I enrolled her in daycare with the belief that I would return to work on October 9, 2012. However, after enrolling her by paying a non-refundable deposit, my current employer informed me to take an extended leave on my scheduled return date. Now, I cannot stop my baby from going to daycare since she has adjusted with great difficulty, and I will have to work in the future anyway.

Replacement and Current Employment Status

They hired a new employee due to a requirement, and he was not initially meant to be my replacement (that's what I assume). However, he took over my work once my maternity leave started on April 10, 2012.

Hope I have answered all your questions. Please let me know if you need any other information.

Regards,
Kalpana.

Thank you all for your valuable time and advice. Just wanted to clear one thing: I have definitely moved on in my career. There is no point in working for a company where your work is not valued. It's the company that ditched me, but the knowledge and contacts that I have gained are still with me, helping me to reach new heights. All the people I worked with or reported to are trying their best to place me in a company where I won't have to face such a situation again. With the support of so many senior members, I have no doubt that I will find a better job.

The Impact of Employer Actions

My main point was that my current employer should know that what they have done is not right. Anyways, by doing this, they are damaging their own reputation. All the employees whom I have retained and the female employees in the organization will definitely not appreciate it when they find out what has happened. They will eventually learn the truth, no matter how much the management tries to suppress it.

Facing Challenges with Optimism

Life is not fun without challenges. After all, this is a minor issue compared to other challenges we face. I am not in a rush to join any company that lacks moral values. I will take my time to find the right fit. Once again, thank you all. :-)

Regards,
Kalpana