What assurances should pregnant employees expect from their employers, and how can leaders prevent pregnancy bias?

On November 29, a woman from Bengaluru posted screenshots on Reddit alleging that her HR manager asked her to "voluntarily resign" after she informed them of her pregnancy, stating it would be "best for the company". She claimed the HR subtly hinted that the organization couldn't 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 assumed a project lead role. The incident quickly went viral, drawing criticism from founders, HR leaders, and women's rights groups. Several commenters advised her to file a formal complaint with the labor department and seek legal redress. The woman's post elicited a strong emotional response from thousands of working women in India, many of whom shared similar experiences. Her story touched on a deeper fear that women cannot trust their employers during one of the most vulnerable phases of their lives. The post triggered a wave of solidarity but also sadness. 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. What assurances should every pregnant employee receive from her employer on the day she discloses her pregnancy? How can leaders ensure that managers don't misuse "performance" narratives to hide pregnancy bias?

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.