Would you tell a potential employer you are pregnant?

Strapped

Any wrote: »

Yes, many mixed reactions...

But I have to ask one thing - OP, do you think that if you don't tell them until after, the people you work with and managers will forget it during the 6-12 mths you will be on leave?

Ask yourself this - do you think you will be happy at the job if you will never be accepted into the collective?

If you don' tell them, everyone will be seriously pi***d off with you. Just before you will be going off on leave and it will grow even bigger while you will be away...

I've been in a similar position, although I was "less" pregnant when I interviewed, in fact I had only just found out. I got the job and yes, everyone was b*tchy and nasty when they found out I was pregnant - including the narcoleptic who spent most afternoons asleep and no-one EVER said anything to her :eek: - but frankly, I didn't really care and I did twice as much work as anyone in the place anyway; I needed a job and if they don't like the law then then should campaign to change it. Guilt is a wasted emotion, just do what's right for you. You can always move on after maternity leave if need be.

Strapped

woody01 wrote: »

Nobody has suggested you should.
The fact is though, whether its a legal right or not, is that you will infuriate your potential employer and fellow work mates by doing so.

If i was treated like this by a potential employee, then rightly or wrongly, they would never move up in my estimation (or business), as i would feel that any kind of trust was broken from the outset.

I'd imagine you don't keep employees long anyway.

Strapped

mountainofdebt wrote: »

Not having a go at the OP but this is one reason why OH won't employ women.

As a small business employer, he can't afford to employ a woman and then her go off for a year on maternity leave.

Yes he might be missing out on 50% of the population but in his industry, certainly at the moment, he can afford to do so.

Maybe his business model needs improving?

mountainofdebt

Strapped........his model doesn't need improving, if anything it would be the economy!

Seriously though (and again not having a go at OP) but can anyone seriously say that if they had gone through the hassle (never mind cost) of advertising, interviewing, getting references for a new employee they would not be mighty naffed off if, on day one, said employee announced she was pregnant.

And for those who say the woman doesn't have to say anything until the 25th week of pregnancy, I'd bet they would be the first to jump up and down if a risk assessment hadn't been carried out and the woman had an accident.

Loulou2010

what sort of job is it? are u likely to harm urself/baby if u keot quiet?

Almo

I'm not really sure of my opinion, as a small business owner (and a woman!) I would most certainly understand that it is your right to keep quiet, but it wouldn't endear you to me. That said, if you proved yourself to be an outstanding worker I guess in the end I'd get over it.

Now, I understand that you, OP, have made no mention of what you plan to do after your maternity leave is over, but to the others out there who say if it's a bad atmosphere you can just leave - that would annoy me mightily. I go through a recruitment process, hire you, you tell me you're pregnant, I give you all your rights with regard to time off for appointments etc, conceivably make adjustments to your work environment to cope with your pregnancy, cover for you while you're on maternity and then you don't even come back? That would really put me off hiring a female replacement for you!

woody01

Uncertain wrote: »

In which case you would be guilty of discrimination and leave yourself open to an unlimited compensation claim - which you would richly deserve!

Once again ..... complete rubbish!

sammyjo1979 wrote: »

Treated like what? I don't legally have to tell an employer till 25 weeks anyway, this is about my conscience I guess really.

However, I have to say, your comment makes me think that you would be someone that wouldn't employ someone that is pregnant.

You are right...i wouldn't.
And before people like Uncertain start whining again, as it is apparent he/she is NOT an employer i will tell you firstly why, and secondly, how i would lawfully justify it.

The reason why is that you, for a certain period of time, whether it's 3 months or 12 months, would be no use to my business whatsoever. The reason you would've been employed would obviously to fill a roll that is required. In these times, with headcount freezes etc, to employ someone is an important step. Then to find out they will disappear again, doesn't help the business, the people working there or the profitability.

So, if i am advertising a position, i will always see at least 6 people to give me an idea of what the calibre of candidate will be like and until i can narrow things down to 2 people, i will not commit.
If you got to the last 2 on ability alone, which you may well do, the other candidate would be at least as capable as you are. Therefore, it's down to opinion as to who gets the job.
If i don't like your perfume, you have spots, a weird laugh, any number of things, i can use this as my excuse not to employ you.
Contrary to popular belief aswell, i do not have to give you a reason for not offering you the job.
As long as it isn't blatantly obvious i didn't employ you because of your pregnancy there is nothing you can do.

Almo and myself have given you the facts from an employers point of view and they are pretty similar.

zzzLazyDaisy

Actually that isn't the issue.

What you said was that IF someone did not tell you she was pregnant until after she got the job, she would not go up in your estimation - or your business.

That sort of victimisation is unlawful. I agree, proving it may be more difficult, but (trust me on this) it can be done, and can cost the employer a lot of money in compensation.

As for not having to give a reason for not employing a pregnant woman - you are wrong. A pregnant woman who is dismissed (regardless of length of service), or who does not get the job, is entitled by law to request and receive a written reason. They can also serve a sex discrimination act questionnaire on you demanding all sorts of information including written notes of interviews of the other candidates as well as their own, statistics of how many women you currently employ, how many of childbearing age, what percentage of your workforce is women as opposed to men... and so on....

A failure to reply fully to the questionnaire, can be used against the (prospective) employer in a tribunal.

While I appreciate that your views are those of an employer, they really are only your opinions and have little basis in law. Of course you can carry on treating women in this way, and yes you may get away with it. It doesn't mean your conduct is within the law.

There is a world of difference between staying within the law, and looking for ways to get round the law because it doesn't suit you.

woody01

What you said was that IF someone did not tell you she was pregnant until after she got the job, she would not go up in your estimation - or your business.

That sort of victimisation is unlawful.

It would be practically impossible to prove. The ONLY way it could be substantiated is if the pregnant person had amazing ability and aptitude in what she did. Otherwise, no.

Also, i am sorry but you are 100% incorrect about giving reasons when not employing someone.
Of course information can be requested, but it certainly does not have to be given.
Even if Equal Opportunities got involved, any evidence would certainly not have to be given to the candidate personally.

Of course you can carry on treating women in this way, and yes you may get away with it. It doesn't mean your conduct is within the law.

If you would care to get down from your high horse, i think you will find you are judging me without having any facts at all.
To say i 'treat women this way' is clearly a very stupid comment on your part as you have NO IDEA whether i employ women or not. (3 out of 5 in one office as it happens and all between 30-40). Two of these women have been on maternity leave themselves over the last 3 years. It is no problem either (as much as you would want to believe it is), because although covering them was difficult, they are both exceptional at their respective jobs.

So, in future, before you start your bra burning, try to engage your brain, as you are clearly not effected by this either as an employee or employer, hence why your facts are all fiction.

honeypop

OP, I had to interview for a new job when I was 12 weeks pregnant as I was made redundant, I wasn't showing and for reasons you mentioned I decided not to mention it. I got the job (the first one I was offered as the longer I left it, the more obvious it would become!) and started when I was about 16 weeks. My initial plan was to tell them after my 20 week scan (actually was my first scan, it's the only one we have here, so the first scan isn't always at 12 weeks as some people said), firstly to check everything was ok and secondly I wanted to work a month there to confirm it was where I wanted to stay before telling them, rather than tell them immediately and then find it wasn't a great place to work, as I had rushed into accepting the job and didn't really know an awful lot about them.

I worked 3 weeks, then it was the xmas/new year break, and in that 3 weeks I realised this was not your most 'ethical' company, management thought nothing of getting rid of people on a whim if they suddenly decided they didn't like them (with hefty compromise agreeements to buy their silence), but I really enjoyed my role and I had little contact with management as my role was quite self contained, and I was dreading telling them eventually due to their likely reaction. In that time, I did the absolute best job I could, to show them they chose the right person for the job, and was regularly praised for exceeding their expectations.

As it turned out, I told them as soon as I got back to work in the January, just before my scan, as one day I just felt the urge and came out with it, I said I was planning to work as close to the birth date as possible and return to work approx 3 months after (at the time I thought I would have to due to financial reasons) and if they wanted then I would do all the work to find the temp to replace me while I was off. My boss had the surprising reaction of congratulating me and saying of there's anything the company can do to help me with anything then they will, he said I had shown them I was the best person for the job inthe short time I had been there and they would rather replace me for a few months and know I am returning to carry on the great work, than lose me altogether and have someone not quite as good permanently. He said he appreciated my dedication to the role where I mentioned I would work as much as I could and be back asap.

I never apologised for not telling them sooner, or for interviewing when I knew I was pregnant, for all they knew I may have only just found out about the pregnancy after I started (I didn't say that though, just didn't say I DID already know). And I walked out of his office feeling elated at having told them and got a good reaction. Once word got around as I got bigger, I didn't encounter one bit of bad feeling from colleagues, and in the end I had to finish work 6 weeks before the birth and have 7 months off afterwards due to complications, and still received a warm welcome back. I organised a great temp who did the job well enough to keep it ticking over nicely and was in regular contact when needed. I had to claim Maternity Allowance, so it didn't cost the employer anything to replace me, just approx the same cost to an agency for the temp.

Just wanted to show you that not all employers will be bad about it. Get the job based on your merits, show them in the first few weeks that you can do it brilliantly and were the best person for the job, make sure it's a place you want to stay at long-term, and have a quiet word with your manager to explain you are pregnant but are dedicated to the role and will work as late as you can and return asap (even if it will change nearer the time) and you will do all you can to help with getting and training a replacement for while you are off, to minimise disruption to the role.

Ignore those who say it is not the moral thing to do, the law says you don't have to tell them until 25 weeks anyway, as others have said. It didn't cause mistrust with my managers, and didn't prevent me from working my way up. I have been back 2 months now and already gaining more responsibility and being primed for better things.

Good luck x