Navigating Employment Termination During Pregnancy: A Case Study

I am currently in a challenging situation where my employer is planning to terminate my employment after announcing my pregnancy. This article aims to provide a detailed account of my journey and highlight the importance of understanding HR policies and maternity leave pay, especially when facing pregnancy discrimination.

Overview of the Situation

I work in a UK-based company with around 2,000 employees, and as of April 16, my probation period will have completed. The company’s behavior towards me drastically changed after I informed them of my pregnancy in a February confirmation discussion. Discrimination and unfair treatment became evident from that moment, and I have experienced a series of negative consequences.

Initial Signs of Discrimination

During the confirmation discussion, I received positive feedback, which was swiftly overshadowed after I disclosed my pregnancy. From that point on, I received a lesser rating and negative feedback in the confirmation form. My manager attributed this to input from leads, despite my having positive reviews from customers and even appreciation emails to prove otherwise.

Interactions with the Manager

When I confronted my manager about the ratings, they explained that the rating was based on leads’ inputs, although I provided evidence of positive customer feedback. The manager suggested a Performance Improvement Plan (PIP) as an alternative, but this was merely a strategy to avoid termination.

The Push for Resignation

When my lead suggested that I was a poor fit for the project, the manager offered me the opportunity to resign with one month’s notice. I was unhappy with this suggestion as I felt I had not received adequate training to fit into the role and that my skills were being underutilized. The manager rationalized that my extensive experience should not warrant additional training. This situation left me feeling forced into a difficult decision, as I was not ready to resign.

Manager’s Secretive Approach

The manager promised to keep the situation confidential, knowing that I would be entitled to maternity leave pay. Despite these promises, no work was assigned to me during the PPIP period. My manager’s actions suggest a pattern of discrimination against pregnant employees, as detailed in my HR discussions.

HR Discussions and Termination

Around two weeks into the period, my HR initiated discussions about termination. They revealed that since I would complete six months of probation at the mid-April mark, they were terminating my employment. I was told there would be no work after my last working date of April 16th.

HR’s Justifications

When I challenged these decisions, the HR representative defended themselves by stating that the company’s rules allow termination after probation completion. I felt these justifications were in poor faith, as the manager had previously suggested a PPIP. My concerns about discrimination were dismissed, and I was offered only a month’s notice and my salary until my last day of work.

Seeking External Help

To address this issue, I promptly contacted the HR head and the India head regarding the pregnancy discrimination but have yet to receive a response. This situation has left me feeling powerless, but I remain determined to fight for my rights and truth.

Conclusion and Advice

When facing such challenges, it is crucial to document all instances of unfair treatment and communicate formally with HR. It is also essential to seek outside help from legal or union representatives. Remember, HR policies and maternity leave pay are critical in such situations, and employers must adhere to these laws and regulations.

Ultimately, staying strong and positive can help you navigate the process. Keep in mind that every difficult situation has a way of leading to something better. Say thank you to God for sending you out of these inhumane people.

For more information or support, consider consulting legal experts or joining support groups. Your well-being and rights are paramount.