Pregnancy in the Workplace

MANAGING THE LOSS OF EMPLOYEES DURING PREGNANCY AND MATERNITY LEAVE

Obviously, pregnant employees should not have to endure discrimination from their employers. Indeed, many researchers, executives, and business owners contend that employers that are understanding and treat their pregnant employees fairly can often count on a heightened level of loyalty from that employee upon her return from maternity leave. But businesses also have to recognize that employee pregnancy means the loss—sometimes temporary, sometimes permanent—of workers, some of whom may be quite valuable to the firm's operation.

Businesses, then, have to figure out how to balance the needs of a pregnant employee with the operational imperatives of running a business. In order to effectively manage this issue one must look carefully at the job being done by the pregnant woman and plan for how this job will be handled while she is still working and during her maternity leave.

Not surprisingly, prior planning is often cited as an essential element of effectively managing the impact of pregnancies on business operations. Business owners and managers should study in advance how the pregnant person's responsibilities will be handled in her absence. Many experts encourage those owners and managers to talk openly with the pregnant employee about possible work dispersal options. The pregnant employee is often the person best equipped to make knowledgeable decisions about allocation of responsibilities. Moreover, opening and maintaining good communication with the pregnant employee can provide owners and managers with the information (anticipated length of maternity leave, restrictions on travel, etc.) they need to make informed decisions about business operations.

In addition, companies have to make sure that other employees that are impacted by a staffer's absence due to pregnancy are adequately compensated for the extra work that they take on. Employees that are asked to "cover" for a pregnant colleague for an extended period of time without receiving any parallel adjustment in compensation or recognition will quickly recognize that their employer is in essence trying to get something for nothing. Employers who do this may manage to keep all facets of the business running fairly smoothly, but it can also erode employee loyalty to the business and create needless friction between the pregnant employee and her coworkers.

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