How Should I Handle an Employee's IVF Disclosure After Hiring for My Maternity Leave?

I have a situation here:

I have recently hired a woman who will be responsible for taking care of the HR department during my absence as I am going on maternity leave. During the interview, she never mentioned that she is undergoing IVF treatment herself, which came to my attention when she was needed to work on a project.

What actions should be taken in this situation?

Hi,

The purpose of her hiring is as a replacement for you since you are planning for maternity leave. It would be tough if she applied for maternity leave before you resume back.

You mentioned that she never disclosed the IVF treatment she is undergoing. There is no need for the candidate to disclose this during the interview. However, I just want to ask you, as you know that she is married, have you asked any related questions about this during the interview process?

Dear member,

In a job interview, the candidate responds to the questions posed by the interviewer. If the interviewer does not ask a question, why should the interviewee voluntarily disclose certain information?

At the time of recruitment, it would have been beneficial to ask the candidate about their ability to work continuously in your absence. Since this written declaration was not requested, your company is now facing challenges.

Nature of Employment

What is the nature of her employment? Is it temporary or permanent? Even if it is the latter, she must be on probation. Therefore, your immediate task is to determine whether your temporary reliever will be able to work in your absence. If not, then terminate her services and recruit her replacement on an urgent basis.

Feedback on Communication

You have written, "I have recently hired a girl...". Please note that in formal communication, there is no place for informal expressions like "girls" or "boys." We are adult professionals, and the appropriate expression would have been "I have hired a woman employee..."

Thanks,

Dinesh Divekar

Thank you, Lakshmi & Dinesh, for your response.

Answer to Lakshmi

No, I do not ask or encourage such questions during the interview since I understand if anything of this sort comes up, it should be voluntary from the person. Her being married was mentioned in the resume, so there was no need then.

Response to Dinesh

Thank you for your feedback on the said lines. My intentions were not to be judgmental about a girl or boy. Just that maybe I am a little anxious at this time and would have missed addressing her as a woman employee. I take that positively.

Recruitment Considerations

At the time of recruitment, I wish you had asked the candidate about his/her ability to work continuously in your absence. Since this written declaration was not asked for, your company is in trouble. Yes, the same has been discussed with her. I was very clear about my maternity to each candidate I was interviewing and can be moved for the final interaction with the founders.

Nature of Employment

What is the nature of her employment? Is it temporary or permanent? Even if the latter, she must be on probation. Therefore, your immediate task is to find out whether your temporary reliever will be able to work in your absence. If not, then terminate her services and recruit her replacement on an urgent basis. She has been hired as a permanent employee, and yes, she is on a probationary period of three months.

Hi, I will not suggest termination. It is not ethical as well. It would be better to collect a resignation letter from her, provide her with a one-month time frame to look for another offer, and then close it.